The first ever European Compensation Best Practices Report has officially launched, and we are excited to share how organisations are tackling the biggest HR and compensation challenges in 2023. Join Payscale’s Chief Product Evangelist, Ruth Thomas; Senior Product Manager, Charlotte Rooney; and Europe Account Executive, Rob Airdrie, for a panel discussion on the most interesting highlights, insights, and trends from this year’s report.
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Questions answered include:
• Did the 20%+ budget increase in 2017 continue in 2018?
• Which channels have reached maturity…and which ones could break out in the next years?
• What are the industry's biggest bottlenecks for adopting digital?
• (How) are key digital capabilities developing versus last year?
• How satisfied is the industry with its digital efforts to date?
For the recorded webinar please visit our website: http://bit.ly/2vC86oc
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and disciplines to help organizations with recruitment strategies and individuals understand market rates.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and functions to help organizations with recruitment strategies and individuals understand market rates.
Digital salary and industry insights report, 7th editionAlex Straw
The document provides an overview and analysis of survey results regarding digital professionals' work life blend and career perceptions. Key findings include:
- Respondents reported moderate levels of happiness, confidence and stress, with the highest scores for confidence and skills to progress. Younger and middle-aged professionals reported lower well-being scores.
- The most fulfilled elements of professionals' work life blends were personal relationships and leisure, while work elements like career goals and fulfillment at work were least fulfilled.
- Those with higher overall blend fulfillment reported greater happiness. The average gap between current and target blend fulfillment was 22% across elements.
- Younger professionals prioritized work-life balance while middle-aged groups
Across Health Multichannel Maturometer 2018Across Health
The survey found that while digital budgets and satisfaction levels have increased compared to previous years, training and skills development for digital transformation remains low. Fewer than one third of respondents were very comfortable with their company's digital strategy and teams. Additionally, over half felt their company was not offering sufficient opportunities to develop digital skills. The survey also found that healthcare disruption is widely recognized but companies feel underprepared. Key challenges included regulatory issues, lack of a clear digital strategy, and insufficient internal knowledge.
Across Health Multichannel Maturometer 2017Across Health
Across Health is pleased to present you with the state of the
multichannel landscape in life sciences in Europe, US and
emerging markets – now in its ninth year.
This year we took a wider view at where digital dollars are going – particularly at patient engagement and digital innovation. Results show that global and local have different views on their effectiveness and importance…
Also, while we see budgets and teams growing (after five years!), satisfaction remains (incredibly) low.
To learn more please watch the recorded version of our webinar: https://goo.gl/Q275oq
The document summarizes key points from Payscale's 2022 Compensation Best Practices Report. It discusses labor challenges such as higher turnover and difficulties attracting talent. It also covers pay increases that are higher than usual, with average increases over 3% for some industries. Additionally, it addresses pay equity being a priority for more organizations and compensation strategies becoming more formalized. Overall it analyzes compensation trends and challenges based on a survey of thousands of respondents.
Webinar - Multichannel Maturometer 2018 results: Key global trendsAcross Health
Questions answered include:
• Did the 20%+ budget increase in 2017 continue in 2018?
• Which channels have reached maturity…and which ones could break out in the next years?
• What are the industry's biggest bottlenecks for adopting digital?
• (How) are key digital capabilities developing versus last year?
• How satisfied is the industry with its digital efforts to date?
For the recorded webinar please visit our website: http://bit.ly/2vC86oc
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and disciplines to help organizations with recruitment strategies and individuals understand market rates.
The document is the 2015 North East Salary Survey conducted by Nigel Wright Recruitment, which analyzed data from over 1,000 respondents on average salaries, benefits, job satisfaction, and factors influencing job changes in the North East region of the UK. The survey provides an overview of compensation trends and benchmarks salaries and benefits across various employment types, industries, job levels and functions to help organizations with recruitment strategies and individuals understand market rates.
Digital salary and industry insights report, 7th editionAlex Straw
The document provides an overview and analysis of survey results regarding digital professionals' work life blend and career perceptions. Key findings include:
- Respondents reported moderate levels of happiness, confidence and stress, with the highest scores for confidence and skills to progress. Younger and middle-aged professionals reported lower well-being scores.
- The most fulfilled elements of professionals' work life blends were personal relationships and leisure, while work elements like career goals and fulfillment at work were least fulfilled.
- Those with higher overall blend fulfillment reported greater happiness. The average gap between current and target blend fulfillment was 22% across elements.
- Younger professionals prioritized work-life balance while middle-aged groups
Across Health Multichannel Maturometer 2018Across Health
The survey found that while digital budgets and satisfaction levels have increased compared to previous years, training and skills development for digital transformation remains low. Fewer than one third of respondents were very comfortable with their company's digital strategy and teams. Additionally, over half felt their company was not offering sufficient opportunities to develop digital skills. The survey also found that healthcare disruption is widely recognized but companies feel underprepared. Key challenges included regulatory issues, lack of a clear digital strategy, and insufficient internal knowledge.
Across Health Multichannel Maturometer 2017Across Health
Across Health is pleased to present you with the state of the
multichannel landscape in life sciences in Europe, US and
emerging markets – now in its ninth year.
This year we took a wider view at where digital dollars are going – particularly at patient engagement and digital innovation. Results show that global and local have different views on their effectiveness and importance…
Also, while we see budgets and teams growing (after five years!), satisfaction remains (incredibly) low.
To learn more please watch the recorded version of our webinar: https://goo.gl/Q275oq
The document summarizes key points from Payscale's 2022 Compensation Best Practices Report. It discusses labor challenges such as higher turnover and difficulties attracting talent. It also covers pay increases that are higher than usual, with average increases over 3% for some industries. Additionally, it addresses pay equity being a priority for more organizations and compensation strategies becoming more formalized. Overall it analyzes compensation trends and challenges based on a survey of thousands of respondents.
Career development in the canadian workplace, national business survey ontarioCERIC
This document provides results from a national business survey conducted in Canada regarding career development and recruitment challenges. It summarizes responses from 500 business officials in Ontario and across Canada on topics such as difficulties finding qualified candidates, reasons for challenges, and recruitment methods used. Tables of response percentages are provided on issues like skill shortages, economic conditions, and the role of resumes in hiring.
The summary provides key findings from the 2022 Supply Chain Salary and Career Report:
1) Supply chain salaries increased in 2021, with median total compensation rising 12% to $96,000. Salary increases were also high last year, with the average being 9%.
2) Professional development pays off, as those with certifications earn significantly more than those without. Having an APICS certification provides a particularly large salary boost.
3) Unlike other industries, supply chain professionals were minimally impacted by the Great Resignation, with turnover only increasing 1% from the previous year. Job satisfaction also remains high.
4) Diversity, equity, and inclusion made some progress, but pay gaps
The document is the 2016 North East Salary Survey conducted by Nigel Wright Recruitment. It provides an overview of salaries, benefits, and job satisfaction in the North East region based on survey responses from over 1,000 individuals representing a variety of sectors, disciplines, and job levels. Some key findings include:
- On average, respondents work 43 hours per week and most are satisfied or moderately satisfied in their current job.
- Salaries for men are on average 12% higher than for women.
- Increased remuneration, promotion, and new challenges are the most important factors for respondents when considering a job change.
- The majority of respondents receive benefits like a pension, annual leave, and healthcare as
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This document summarizes the key findings of the 2022 FP&A Trends Survey. Some of the main findings include:
1) While 76% of FP&A teams feel they deliver strategic value, only 16% consider themselves high performing and 16% struggle to keep up with demands. Too much time (45%) is spent on low-value activities like data management.
2) For FP&A to truly function as strategic advisors, they need to spend more time (currently only 33%) on high-value activities like scenario planning and driving change.
3) Many organizations still struggle with data quality issues, as 31% lack a single trusted data source. However, those using AI/ML were more
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- Over half of respondents said their organizations employed more people than last year, and 59% expect to employ more people by the end of 2015.
- 93% expressed a more positive outlook for the Irish economy than last year, with 35% saying it is "much more positive."
- 89% believe employment prospects improved in Ireland over the past year.
- While emigration continues to impact over half of companies, 54% expect emigration levels to decrease in the next three years.
- 62% believe Ireland is over halfway through its economic transformation journey.
- Respondents see
The document is Germany's 2024 Salary Guide, which provides an overview and analysis of the German job market and salary trends. It finds that demand for new skilled professionals continues to outpace economic uncertainty, and employee retention will be a key strategy for employers. Hiring intentions remain high across sectors like IT, finance, and administrative roles. In-demand skills include digital transformation, ERP knowledge, and communication. Benefits like bonuses, work flexibility, and mental health support are increasingly important for attracting and retaining talent.
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1) Improving quality of hire and pipelining talent continue to be top priorities. Employer branding also grew as a priority and is a long-lasting trend.
2) Social professional networks are the top source of quality hires and continue growing. Measuring quality of hire effectively remains a challenge.
3) Sourcing passive talent is gaining ground as a long-lasting trend, along with utilizing social/professional networks and employer branding. Being a strategic talent advisor is also emerging.
The document provides salary figures for a variety of jobs in Hungary, organized by industry. It lists salary ranges for positions in accounting and finance, banking and insurance, human resources, executive support, and engineering. The salary ranges are given in Hungarian Forint (HUF) per month. The document aims to provide guidance on typical salary levels in Hungary to help with recruitment and retention of talent.
Ibm bis 2014 m. rolfe cfo insights from ibm global c suite studyIBM Switzerland
Performance Accelerators outperform other CFOs by perfecting financial efficiency, capitalizing on business insight, and creating profitable growth. They have mastered core finance duties and use analytics to develop deep insights from integrated internal and external data. This enables them to excel at scenario planning, risk management, and identifying growth opportunities. Performance Accelerators represent 7% of CFOs and are pushing the boundaries of the CFO role through their focus on analytics, profitable growth initiatives, and willingness to enter new areas beyond core finance.
Nigel Wright Recruitment surveyed over 1,000 North East respondents working across different disciplines and levels, in sectors such as industrial and manufacturing; business support and professional services; public and third sectors; consumer; and digital and creative.
Using our large data set, we gathered information on the average salary and benefits people receive within the region, as well as data on job satisfaction, the reasons for leaving jobs, gender differences in pay, and the methods used by candidates in their job search.
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This document discusses building a strategic approach to compensation. It outlines the key elements of compensation maturity, including having a compensation philosophy and strategy aligned with organizational objectives. It also discusses challenges in compensation like responding to market shifts and retaining top talent. Building compensation maturity requires streamlining processes, having the right data and technology, as well as people and resources dedicated to compensation. Higher maturity is associated with better business outcomes and competitive advantage.
Les tendances 2016 du recrutement en FrancePierre Bernard
To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
This document provides a summary of updates and upcoming features for Payfactors. It discusses new improvements to the Employees and Jobs tiles, Survey Participation templates, and Salary Structure tile. The presentation previews the new Payfactors platform which will include crowdsourced data and a refreshed look. Upcoming features highlighted include improved job description management collaboration and a new compensation planning experience. The document aims to inform clients about recent product developments and the company's roadmap.
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Join us for this engaging trivia-style webinar exclusively for CBPR fielders. Test your compensation IQ, benchmark your knowledge against national trends!
The document is a report on HR trends and salaries in Turkey in 2019 from Randstad. Some key findings include:
- Job boards were considered the most efficient source for finding talent, followed by employee referrals.
- The top reasons for employees leaving their jobs were receiving better offers elsewhere and opportunities for career improvement.
- Around half of companies expected no change in employee turnover from the previous year.
- The majority of companies expected to spend the same amount of time filling permanent positions as in 2018.
Across Health Multichannel Maturometer 2015Across Health
The document summarizes the results of the 7th annual survey on multichannel strategies in the life sciences industry conducted by Across Health. Key findings include:
- Tablet eDetailing has overtaken websites as the most commonly used digital tactic.
- Defining the optimal channel mix remains difficult for most respondents.
- Budgets for digital marketing remain relatively low on average, around 15% of total marketing budgets.
- Regulatory/legal issues remain the top barriers to digital transformation.
- Knowledge of digital opportunities remains quite low, with only around a third seeing themselves as sufficiently knowledgeable.
Career development in the canadian workplace, national business survey ontarioCERIC
This document provides results from a national business survey conducted in Canada regarding career development and recruitment challenges. It summarizes responses from 500 business officials in Ontario and across Canada on topics such as difficulties finding qualified candidates, reasons for challenges, and recruitment methods used. Tables of response percentages are provided on issues like skill shortages, economic conditions, and the role of resumes in hiring.
The summary provides key findings from the 2022 Supply Chain Salary and Career Report:
1) Supply chain salaries increased in 2021, with median total compensation rising 12% to $96,000. Salary increases were also high last year, with the average being 9%.
2) Professional development pays off, as those with certifications earn significantly more than those without. Having an APICS certification provides a particularly large salary boost.
3) Unlike other industries, supply chain professionals were minimally impacted by the Great Resignation, with turnover only increasing 1% from the previous year. Job satisfaction also remains high.
4) Diversity, equity, and inclusion made some progress, but pay gaps
The document is the 2016 North East Salary Survey conducted by Nigel Wright Recruitment. It provides an overview of salaries, benefits, and job satisfaction in the North East region based on survey responses from over 1,000 individuals representing a variety of sectors, disciplines, and job levels. Some key findings include:
- On average, respondents work 43 hours per week and most are satisfied or moderately satisfied in their current job.
- Salaries for men are on average 12% higher than for women.
- Increased remuneration, promotion, and new challenges are the most important factors for respondents when considering a job change.
- The majority of respondents receive benefits like a pension, annual leave, and healthcare as
Webinar - Turning the Page: HR and Compensation Trends and Predictions for th...PayScale, Inc.
Join a panel of Payscale executives including Chief Financial Officer, James Redfern; Chief Customer Officer, David Hwang; Chief People Officer, Lexi Clarke; and Chief Product Evangelist, Ruth Thomas as they discuss the biggest challenges, priorities, and learnings that HR and Comp folks faced and could be facing in the new year.
This document summarizes the key findings of the 2022 FP&A Trends Survey. Some of the main findings include:
1) While 76% of FP&A teams feel they deliver strategic value, only 16% consider themselves high performing and 16% struggle to keep up with demands. Too much time (45%) is spent on low-value activities like data management.
2) For FP&A to truly function as strategic advisors, they need to spend more time (currently only 33%) on high-value activities like scenario planning and driving change.
3) Many organizations still struggle with data quality issues, as 31% lack a single trusted data source. However, those using AI/ML were more
This document summarizes the findings of a survey of 342 senior Irish executives regarding their expectations for 2015. Key findings include:
- Over half of respondents said their organizations employed more people than last year, and 59% expect to employ more people by the end of 2015.
- 93% expressed a more positive outlook for the Irish economy than last year, with 35% saying it is "much more positive."
- 89% believe employment prospects improved in Ireland over the past year.
- While emigration continues to impact over half of companies, 54% expect emigration levels to decrease in the next three years.
- 62% believe Ireland is over halfway through its economic transformation journey.
- Respondents see
The document is Germany's 2024 Salary Guide, which provides an overview and analysis of the German job market and salary trends. It finds that demand for new skilled professionals continues to outpace economic uncertainty, and employee retention will be a key strategy for employers. Hiring intentions remain high across sectors like IT, finance, and administrative roles. In-demand skills include digital transformation, ERP knowledge, and communication. Benefits like bonuses, work flexibility, and mental health support are increasingly important for attracting and retaining talent.
This document summarizes survey results about job satisfaction in the digital industry. It finds that 64% of professionals are satisfied in their roles, with higher satisfaction among more senior roles. Satisfaction is highest in the first year and lowest between 2-5 years. Personal interest in the role and career progression are the biggest drivers of satisfaction. Company success is also an important factor for more experienced employees. The report recommends monitoring and increasing satisfaction for employees with 2-5 years in a role, and better engaging junior employees in company values.
This report summarizes recruiting trends in Denmark, Finland, Norway, and Sweden from 2016-2021. Key findings include:
1) Improving quality of hire and pipelining talent continue to be top priorities. Employer branding also grew as a priority and is a long-lasting trend.
2) Social professional networks are the top source of quality hires and continue growing. Measuring quality of hire effectively remains a challenge.
3) Sourcing passive talent is gaining ground as a long-lasting trend, along with utilizing social/professional networks and employer branding. Being a strategic talent advisor is also emerging.
The document provides salary figures for a variety of jobs in Hungary, organized by industry. It lists salary ranges for positions in accounting and finance, banking and insurance, human resources, executive support, and engineering. The salary ranges are given in Hungarian Forint (HUF) per month. The document aims to provide guidance on typical salary levels in Hungary to help with recruitment and retention of talent.
Ibm bis 2014 m. rolfe cfo insights from ibm global c suite studyIBM Switzerland
Performance Accelerators outperform other CFOs by perfecting financial efficiency, capitalizing on business insight, and creating profitable growth. They have mastered core finance duties and use analytics to develop deep insights from integrated internal and external data. This enables them to excel at scenario planning, risk management, and identifying growth opportunities. Performance Accelerators represent 7% of CFOs and are pushing the boundaries of the CFO role through their focus on analytics, profitable growth initiatives, and willingness to enter new areas beyond core finance.
Nigel Wright Recruitment surveyed over 1,000 North East respondents working across different disciplines and levels, in sectors such as industrial and manufacturing; business support and professional services; public and third sectors; consumer; and digital and creative.
Using our large data set, we gathered information on the average salary and benefits people receive within the region, as well as data on job satisfaction, the reasons for leaving jobs, gender differences in pay, and the methods used by candidates in their job search.
Webinar - The Compensation Maturity JourneyPayScale, Inc.
This document discusses building a strategic approach to compensation. It outlines the key elements of compensation maturity, including having a compensation philosophy and strategy aligned with organizational objectives. It also discusses challenges in compensation like responding to market shifts and retaining top talent. Building compensation maturity requires streamlining processes, having the right data and technology, as well as people and resources dedicated to compensation. Higher maturity is associated with better business outcomes and competitive advantage.
Les tendances 2016 du recrutement en FrancePierre Bernard
To truly influence business decisions, you need to understand where the industry is going. This annual report uncovers recruiting trends in France that will move your organization forward, and position you as a strategic business partner.
What’s more interesting is a renewed emphasis on relationships, which is a critical factor in talent acquisition. Learn how this theme ties into the top priorities, upcoming challenges and opportunities ahead in 2016 and beyond.
This document provides a summary of updates and upcoming features for Payfactors. It discusses new improvements to the Employees and Jobs tiles, Survey Participation templates, and Salary Structure tile. The presentation previews the new Payfactors platform which will include crowdsourced data and a refreshed look. Upcoming features highlighted include improved job description management collaboration and a new compensation planning experience. The document aims to inform clients about recent product developments and the company's roadmap.
Webinar - Compensation Best Practices Report Secrets Revealed: Play the Early...PayScale, Inc.
Join us for this engaging trivia-style webinar exclusively for CBPR fielders. Test your compensation IQ, benchmark your knowledge against national trends!
The document is a report on HR trends and salaries in Turkey in 2019 from Randstad. Some key findings include:
- Job boards were considered the most efficient source for finding talent, followed by employee referrals.
- The top reasons for employees leaving their jobs were receiving better offers elsewhere and opportunities for career improvement.
- Around half of companies expected no change in employee turnover from the previous year.
- The majority of companies expected to spend the same amount of time filling permanent positions as in 2018.
Across Health Multichannel Maturometer 2015Across Health
The document summarizes the results of the 7th annual survey on multichannel strategies in the life sciences industry conducted by Across Health. Key findings include:
- Tablet eDetailing has overtaken websites as the most commonly used digital tactic.
- Defining the optimal channel mix remains difficult for most respondents.
- Budgets for digital marketing remain relatively low on average, around 15% of total marketing budgets.
- Regulatory/legal issues remain the top barriers to digital transformation.
- Knowledge of digital opportunities remains quite low, with only around a third seeing themselves as sufficiently knowledgeable.
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2. Today's Presenters
Ruth Thomas
Chief Product
Evangelist
Charlotte Rooney
Senior Product
Manager
Rob Airdrie
Europe Account
Executive
Liz Sheffield
European
Compensation Best
Practices Report Author
3. Today's Agenda
• Compensation Best Practices Report introduction and methodology
• Report highlights and discussion
• Audience Q&A
4. 4
Compensation Best Practices Report Methodology
The 2023 Compensation Best Practices Survey
gathered responses from October 2022 to
December 2022. This is Payscale’s 14th annual
CBPR. There were 4,933 respondents
comprised of compensation professionals, HR
leaders, and executives filling a variety of roles
related to compensation.
The Europe Edition shares insights and data
based on 806 survey responses from
organizations headquartered in Europe (Finland,
France, Germany, Ireland, Netherlands) as well
as the UK. Concentrations are notably strongest
in France, Germany, and the UK.
What is your primary industry? Europe
Finance & Insurance 14%
Technology (including software) 11%
Other 11%
Manufacturing 9%
Healthcare & Social Assistance 9%
Retail & Customer Service 8%
Education 7%
Construction 6%
Government 5%
Engineering & Science 4%
Agencies & Consultancies 3%
Energy & Utilities 3%
Food, Beverage, & Hospitality 3%
Arts, Entertainment, & Recreation 3%
Real Estate, Rental, & Leasing 2%
Nonprofit 2%
Insert chart from report
6. What will be the greatest challenges for HR in your organization in 2023 compared to previous years?
Learning & Development
Employee & Labour Relations
Recruiting
Retention
Engagement
Compensation
Benefits
Modernizing HR Software
Performance Management
Job Description Management
Career Pathing
Workplace Environment
Workplace Policies
Fostering Company Culture
ESG (environmental, social and corporate governance)
Workforce Planning
Upskilling, Reskilling, or Managing a Skills-Based Workforce
Unsure
7. 7
The Labour Market
34% is the reported
average total turnover
rate
43% is the average
voluntary turnover
rate
8. Compensation strategy
Q50. Does your company have a formal
compensation strategy/philosophy?
Yes 49%
No, but we are working on one 30%
No, and we are not working on one 14%
Unsure 7%
Data represents organizations headquartered in Europe.
Q51. Have you or will you adjust your
compensation strategy for 2023?
Yes 55%
No 25%
Undecided 20%
Data represents organizations headquartered in Europe.
9. Pay Transparency
56% of organisations in Europe say that recent pay
transparency legislation has driven them to change
or improve their compensation practices.
48% first share pay ranges with prospective
employees in the job advert.
The majority of employers continue to ask
candidates about salary history, regardless of
location.
10. The pay transparency spectrum
Insert chart Q113 – title: Spectrum of pay
communications transparency
Q114. What is preventing your organisation from reaching at least level 3 on the pay
communications transparency spectrum? (Select all that apply)
We lack confidence in the accuracy of our salary data
We don't have organised pay structures (e.g., grade-based ranges)
We are not confident in our pay strategy or structures
We are concerned that we have pay inequity issues
Leadership is unconvinced of the merits of pay transparency
Nothing; we don't want to be transparent about pay
Other
Insert charts from report
11. Pay Increases
45% expected their 2023 salary increase budget to be higher
than originally planned.
Increased competition for labour or a labour supply shortage
was the top reason (59%) cited.
However, 31% expect budgets to be lower citing concerns
about future economic conditions as the reason for lower
budgets.
Only 38% plan to give pay increases over 3 percent.
48% still give base pay increases annually, and 32% are
either giving them twice annually, quarterly, or on a rolling
cycle.
Title: Factors in base pay increases
Q25.& Q29 Which of the following were
factored into base pay increases ? (Select all
that apply)
Europe in
2022
Europe in
2023
Inflation/cost-of-living 52%
57%
Performance 50%
48%
Market adjustment/talent competition 35%
39%
Minimum wage increases 35%
32%
Internal pay equity 22%
21%
Hot skills 21%
20%
Change in location 16%
17%
Preparations for pay transparency 12%
14%
Tenure 11%
12%
Merger or acquisition 5%
7%
Other 1%
0%
Data represents organizations headquartered in Europe.
Insert chart from report
12. Suggest poll slide on pay increases
What do you expect will be the average pay increase given to employees in 2023?
Less than 1%
1-2%
2-3%
3 -4%
4-5%
More than 5%
Unsure
13. Salary Data and Market Pricing
Q18 title: Market data sources used
Q18. Which sources do you use to obtain market data? (Select all that apply)
Salary survey data from traditional publishers 38%
Free or open online data 36%
HR-reported aggregate market data in compensation software 34%
Closed network HR-reported salary data 22%
Paid employee-reported salary data 22%
Historical salary data from employee records 20%
Salary data from competitor job postings 19%
Government data 18%
Trade/industry association surveys 14%
Compensation consultants 12%
Personalised competitor intelligence, including talking to candidates or recruiters 12%
Unsure 6%
We don't compare our jobs to market 3%
Other 1%
Q19. Rank sources by how much you trust and rely on them for accuracy in market
pricing.
First tier (most
trusted)
Salary survey data from traditional publishers 11%
HR-reported aggregate market data in compensation software 11%
Paid employee-reported salary data 10%
Historical salary data from employee records 10%
Free or open online data 9%
Government data 9%
Salary data from competitor job postings 9%
Trade/industry association surveys 9%
Personalised competitor intelligence, including talking to candidates or recruiters 8%
Compensation consultants 8%
Closed network HR-reported salary data 8%
Data represents organizations headquartered in Europe.
Insert chart from report
14. 14
Remote work and geographic pay
Q61 title: Which of the following best
describes your organisation's workforce?
Which of the following best describes your
organisation's workforce?
Traditional 29%
Hybrid 39%
Split by job type 22%
Remote-first 5%
Fully remote 5%
Other 1%
Insert chart from report
15. 15
Remote work and geographic pay
Yes, but it hasn't made enough of an impact to cause
us to review our policy
35%
Yes, and the impact (on turnover, engagement,
morale) has made us reconsider our policies
28%
No, we have not experienced notable resistance or
unwillingness from employees to return to an office
environment
27%
No, in fact, a hybrid office has slowed attrition or
improved engagement
5.0%
Unsure 5.5%
Have you experienced resistance or unwillingness
from employees to return to either traditional or
hybrid offices?
Yes, but not in
the last year
26%
Yes, recently
36%
No, never
28%
Unsure
10%
Have you surveyed employees on their
remote or WFH preferences?
16. Pay Equity
We are not interested in doing this or
don't feel we need to 11%
We will make a commitment to
understanding pay equity 30%
We will work to get internal alignment on
how to approach pay equity 33%
We will measure our pay gaps (conduct
pay equity analyses) 28%
We will do a remediation analysis to
budget for closing pay gaps 19%
We will remediate to close pay gaps 21%
We will establish procedures to maintain
pay equity 17%
We will investigate systemic reasons for
inequality within the workplace 16%
We will set goals to actively solve
inequalities within the workplace 15.%
Other (please specify) 1.5%
Europe 60%
How far does your organization intend to take pay
equity in the next year or two?
17. Choose data sources that reflects
the market & your competition
around the world
Leverage Payscale data and/or
manage and participate in third
party surveys.
Understand Competitive Market
& Determine Data Strategy
Benchmark jobs at scale in alignment with
your pay strategy
Develop your job architecture that supports
the complexity of your entire organization
Reporting makes it easy to make pay
decisions but budget in mind
Benchmark Jobs and
Create Pay Structures
Communicate total compensation internally by securely
delivering customized compensation statements
Confidently develop competitive salary ranges in line
with your strategy for external transparency
Communicate Compensation
Internally and Externally
Facilitate Collaborative
Compensation Planning
Rapidly build, standardize and
maintain job descriptions to ensure
accurate and consistent pay.
Understand Employees Jobs
Complete Pay Equity Analysis
The Payscale portfolio supports you through the entire talent lifecycle
HR Market
Analysis, Employee
Reported, Peer
Payfactors,
MarketPay
The fair pay
journey with
Total Rewards
Statements,
Payfactors,
MarketPay
Automate the merit cycle including HR,
Comp and front-line management teams,
empowering more meaningful pay
conversations
Enforce budgets, strategy and timelines
from a single location
Compensation
Planning
Pay
Equity
Understand representation and statistical
pay gaps within your organization
Complete remediation planning based on
your budget
Compensation
Philosophy and
Strategy
Job Description
Manager,
MarketPay Jobs
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JDXpert
Develop an internal philosophy that
creates consistency in how pay
decisions will be made