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Prepare total rewards conversations and plans to address compression before you lose top talent.; 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: ;Equitable and Diverse Workplaces; ;Employee Compensation; ;Organizational Performance; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

For WorldatWork Members Workplace Well-Being Trends , research;Total Rewards Inventory of Programs & Practices , research;Workplace Well-Being Deserves a Fresh Look , Journal of Total Rewards article; For Everyone U.S.

. ;; ;Example formula: (total PTO usage / total PTO available x 100); Analysis 🗹 Analyze usage trends by department, job level, tenure, etc., to identify patterns.;; 🗹 Identify employees with high and low levels of unused PTO and corresponding factors.;; 🗹 Identify managers with high and low levels of PTO request approvals and corresponding factors.;; 🗹 Review the frequency of the indicated reasons for leave and identify significant changes over time. ;; 🗹 Examine correlations between employee headcount and PTO usage over time. ;; 🗹 Analyze trends in overtime hours worked against PTO usage rates. ;; 🗹 Evaluate whether employees feel comfortable taking time off without fear of negative consequences. ;; 🗹 Assess employee awareness of PTO policies.;; 🗹 [Enter additional factors to consider specific to your findings].; Evaluation 🗹 Identify primary factors in the increase or decrease of PTO usage. ;; 🗹 Summarize findings and recommendations, if any, for improvements.;; 🗹

About WorldAtWork WorldatWork is the leading global nonprofit organization for professionals engaged in the critically important practice of Total Rewards.

WorldatWork Deepens Engagement in Latin America with New Partner Cegos October 20, 2022 Scottsdale, Arizona — WorldatWork, the leading global nonprofit organization for Total Rewards professionals, is expanding its presence in Latin America with a new strategic partnership serving Chile, Peru and Mexico.

Presenters at Total Rewards’23 cautioned that organizations that aren’t fully transparent about how and why they pay employees will quickly fall behind in the war for talent.

However, the survey, which collected responses from 155 sales departments with a total employment of nearly 150,000 sellers, found one pronounced employment trend worthy of attention: open positions.

Kevin O’Connell, director of total rewards and HR operations for Samsung Semiconductor, shared that the company doubled their normal salary adjustment budget for 2022, in addition to establishing a competitive merit increase budget.

., these postings are still receiving over half of the total applications as of September, LinkedIn’s data shows.

For WorldatWork Members ;Integrating Pay Equity Compliance with Effective Salary Administration , Journal of Total Rewards article; ;Using Analytics to Fully Assess and Close the Pay Gap , Journal of Total Rewards article; ;Solving the Pain Points in Pay Equity Analysis , Workspan Magazine article; ;Salary Budget Planning Guide , tool; ;Pay Equity Planning Guide , tool; For Everyone ;WorldatWork: 2026 Salary Increase Budgets Project U.S., Global Caution , Workspan Daily article; ;More Organizations Deploying Salary Structures to Tackle Compensation , Workspan Daily article; ;The Impact of Pay Compression on Pay Equity , Workspan Daily article; ;A Road Map for Developing Your Global Pay Equity Strategy , Workspan Daily article; ;2025-2026 Salary Budget Survey , research; Navigating a challenging labor market continues to put pressure on internal pay equity in many organizations.