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Workspan : What are the consequences of this type of pay suppression tendency for employees and employers?

Hyper-personalized compensation may vary from organization to organization, but these are a few examples of the modular dollars-and-cents options employees may have to choose from, according to the Deloitte report and the experts interviewed for this piece: ;A lower base salary and a higher bonus opportunity versus a higher base salary and less bonus potential; ;Bonuses versus equity or stock options versus restricted stock units with different vesting schedules as performance rewards; ;The option to extend longer-term incentives by a year or two in return for a larger reward based on continued success with targets or objectives; ;Customized reimbursement; ;Retirement account matching versus student loan repayment matching; ;Longer-term employer contributions such as retirement versus shorter-term assistance such as emergency savings; “Personalized compensation lets you be really dynamic, and it has an incredible effect on retention,” said Marcy Klipfel, the chief engagement officer

Cover Story Journal of Total Rewards Article Mental Health in the New Workplace Employers now recognize the importance of focusing on mental health and creating a supportive culture in the workplace.

Employers: How Can Employers Better Deliver the Benefits Their Employees Want?”

According to the latest employment report from the U.S.

He is a frequent speaker at WorldatWork Total Rewards Conferences and has co-authored several articles with Deloitte Consulting, including Pay Transparency: What’s the Right Approach for Multi-Jurisdictional Employers?

U.S. employers also reported that high-performing employees (26% of their workforce) received merit increases 1.4% higher than those for middle performers and 3.9% higher than low performers.

Compared to alternatives such as job shadowing, which emphasize observational learning methods, job rotations provide hands-on experience as employees are given the chance to shift from their regular role and assume the responsibilities and expectations of an employer-selected position for a defined time period.

But before employers start implementing AI, they should first examine their organizational culture and ask, “Will the use of this technology help employees self-actualize or neuter them?”

In this session, we’ll unpack findings from a unique study that compares employer-submitted salary data to employee-reported perceptions of pay.