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In addition, a recent KPMG report found 83% of 1,300 surveyed CEOs think companies will mandate full return-to-office (RTO) policies in the next three years, an increase from 64% at this time last year.

.; ;Total employer compensation costs averaged $24.95 per hour worked for full-time workers and $16.57 per hour worked for part-time workers .

; ;The Keys to Creativity and Driving Innovative Total Rewards; ;The Monumental Mission of Meaningful Mentorships; ;Proactive TR Pros See ‘Train’ of Change Coming, Take Steps to Act; ;Using Analytics, Innovative Framework to Transform HR/Total Rewards; ;How An Industry Leader Sees Technology Transforming Total Rewards; ;Biopharma Compensation Leader Has Put AI Under the Microscope; ;Boldyn Networks Offers a Bolder Approach to Employee Well-Being; Pursue the Positives When it comes to the pros of giving managers partial or full say on how the merit pool is divvied up, Luitjens said one clear positive is that the compensation team is likely more aligned on pay practices and with the overall corporate philosophy around rewarding performance.

Lump-Sum Timing Some organizations choose to pay an employee their full lump sum at the start of the year, while others spread out the bonus through semiannual or quarterly payments, reducing the chance that an employee may receive their full merit increase and then leave, Nail said.

The full top-five list of change targets included: ;Transparency and communication;; ;Total rewards strategy and employee value proposition;; ;Compensation competitiveness and pay practices;; ;Leadership buy-in, governance and decision-making; and,; ;Consistency, standardization and global alignment.; Other Survey Standouts In a report full of noteworthy insights, Lee said two additional findings caught her attention: ;The acceleration of technology integration and automation of TR management.

And, is the count a straight headcount or a full-time equivalent (FTE) calculation?

While many employers are now requiring that employees return to the office — either part time or full time — many employees lack affordable childcare solutions.

More-complex AI tools can take workers through the full process of learning about benefits with personalized and individualized responses , helping tailor their selections to their specific needs and walking them through the benefits election and sign-up process.; Liz Williams, a vice president on the U.S. health innovation team at Aon, a risk management and consulting firm, added other AI solutions can help forecast future healthcare costs, automate certain repetitive enrollment processes and support benefits call center agents.

Members who participate in the survey receive the full report at no cost.

An inappropriate solution is to link the new pay plan to a full year performance even though the changes occurred midyear.