Searching executive compensation on page 113

These tools can: ;Automate routine or repetitive HR tasks.; ;Gather and interpret large data sets, such as benchmarking metrics from multiple sources — especially useful for large or global organizations.; ;Provide real-time compensation analysis and reviews of salary structures.; ;Offer a bird’s-eye view of an overall compensation system, bringing patterns to the surface that might not have been noticed in isolation.; ;Incorporate corporate-wide salary information and market data to better equip managers to make equitable, consistent compensation decisions.; ;Urge managers and total rewards (TR) professionals to think through and justify their salary decisions or performance ratings — capturing that information, identifying patterns and codifying them to create more robust data and systems moving forward.; ;Generate personalized talking points to help managers explain pay decisions to employees.; ;Provide data to back up compensation decisions.; ;Apply compensation rules the

Innovations in intangible compensation have been largely unexplored compared to tangible compensation — perhaps because intangible compensation is not typically in the hands of compensation professionals.

Unless the employee works under a collective bargaining agreement with guaranteed pay increases, your compensation philosophy on merit increases will need to be reconveyed to that person so they understand how pay decisions are made.

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Benefits; ;Employee Compensation; ;Total Rewards; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

Compensation & Benefits Review   47(5-6): 207-215.

.; Editor’s Note: Workspan Daily will be publishing a monthly sales compensation column from the Alexander Group for the benefit of our readers and to encourage further discourse on topics vital to compensation professionals.

Economy Remains a Primary Budget Driver Payscale’s study found that while most surveyed organizations (66%) anticipate their compensation budget will remain the same, those that forecast an increased budget or a decreased budget generally pointed to economic factors as the core reasons for a shift.

Editor’s Note: Additional Content For more information and resources related to this article see the pages below, which offer quick access to all WorldatWork content on these topics: Employee Compensation ;Finance and Budgeting ;Employee Experience ; FREE Newsletter FREE E-newsletter Subscribe to Workspan Weekly for news on trends and compliance in Total Rewards, compensation and benefits.

For organizations that already have formal grading and compensation structures, the task now becomes examining the eligibility of compensation and benefit programs.

Employee Compensation Survey Results With the increase in full-time remote work over the past few years, many companies are reconsidering the role of geographic locations in employee pay.