People Analytics

With turnover decreasing amid economic volatility, organizations are pivoting from recruitment and hiring to building internal capabilities.

Use this tool to ensure your organization’s data inputs and output recommendations are not triggering unfair pay practices.

The same tools that TR pros are calling upon to eliminate pay bias can, if not utilized thoughtfully and strategically, actually magnify those biases.

Organizations have longed to differentiate skills and competencies but didn’t have the data and nimbleness to do it. Technology may change that.

How do you ensure compensation decisions are fair, consistent and justifiable when the external benchmarking picture is incomplete?

A disconnect has emerged between the benefits you offer and what employees need, value or understand. This tool can help you close the gap.

Compliance with the fast-approaching directive is particularly challenging for non-EU companies operating or hiring in the EU.

As TR integrates AI into work and rewards, here are reliable indicators of the types of job impacts and values to expect.

TR and HR professionals are well aware that AI is changing jobs. How are they navigating the impact to their own roles?

Aggregating data is often used in correlations and trends but can deliver meaningless results.

IT skills pay volatility is at a 13-year high and the pay gap between certified and non-certified IT skills is the widest in history.

AI-powered platforms are more effectively helping employees explore, upskill and fill internal roles, leading to higher retention and productivity.

Look at the explosive growth in people analytics tools to how to guard against machine learning bias.

A look at how WorldatWork research is evolving, and how rewards and HR professionals will benefit.