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Narrowing the Rewards Focus Employee surveys and conjoint analyses often show a gap between the perceived value and actual cost of total rewards, which includes pay, benefits, careers and well-being.

Moving Beyond the “PM is Broken” Narrative The debate over whether performance management (PM) "works" has dominated discussions for decades, filling countless articles and books with analyses of its perceived failures.

Compensation and HR professionals were focused on implementing preventive measures, including robust companywide privileged pay equity analyses, and voluntarily remediating any unexplained pay differences.

Remodeling Job Architecture, Role Mapping To support this type of strategic workforce planning, organizations are in various stages of conducting role-by-role analyses to identify where AI is likely to automate tasks versus augment skill acquisition, and then reworking job design and architecture.

Given the low expected payout at grant, this results in favorable headline compensation numbers for executives, and favorable treatment in proxy advisor analyses.

It’s an operating system that requires maintenance.

AI tools can complement skill evaluation analyses and labor market research, as noted in Stephany and Teutloff (2024).

Organizations should move beyond industry norms, market-best practices and traditional assumptions about compensation and conduct their own rigorous pilot studies and data-driven analyses to understand how compensation affects their specific workforce.

Data scientists can do the highly technical work, but practitioners must be able to identify and define the issues and to interpret the results of the analyses using human judgment.

“Writing JDs or conducting job analyses were often tasks that HR pros, as HR analysts, did early in their careers to learn about the function and help them understand their organization and the work being done,” he said.