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

For WorldatWork Members Strategic HR Analytics: Driving Business Performance , Journal of Total Rewards article;Total Rewards Inventory of Programs & Practices , research;People Analytics Study , research; For Everyone Improve Workforce Engagement by Measuring the Right Analytics , Workspan Daily article;Powerful Decision-Making with HR Metrics and Analytics , on-demand webinar;How to Source and Analyze Data to Increase Business Insights and Impact , on-demand webinar; Making sweeping changes to your total rewards program can be a thorny task, due to the intensely personal nature of compensation and benefits for employees.

Pay equity, based on the doctrine that pay should be the same for employees who perform equal jobs but allows for pay variations based on productivity-related factors such as performance, experience and education, is a key aspect of diversity, equity and inclusion (DEI), along with such compensation areas as pay transparency and fairness.

Louis and as Program Chair for the Atlanta Area Compensation Association, and has taught certification courses for WorldatWork, supporting HR professionals in strengthening their expertise in compensation and total rewards.

If you work for a multinational organization with employees in countries facing economic, social and/or political turmoil now or potentially in the near future, compensation experts say the time may be ripe to explore more risk-averse options.

A ‘Substantial’ Expense Most employees don’t fully appreciate or understand the value of their organization’s TR package because they don’t know the full scope of offerings, said Alicia Scott-Wears, a compensation content director at WorldatWork .

TR professionals may become familiar with the doctrine when designing non-qualified deferred compensation (DC) plans, as plans that do not meet the strict requirements of Internal Revenue Code (IRC) Section 409A will trigger constructive receipt of deferred compensation, even if it is not yet paid out.

According to Justin Sun, a compensation business partner, the threat of a recession and inflation have caused consumers to reevaluate their spending, and as companies forecast lower earnings, the fastest way to maintain profitability is to cut labor costs.

Studies have shown individualized compensation statements have a significant impact on perceptions about what benefits really cost, albeit only for a short term.

RECOMMENDATIONS FOR THE DESIGN OF ALGORITHMICALLY MANAGED COMPENSATION Given that algorithmically managed compensation is unlikely to be replaced on gig economy platforms, how could we design them to ensure they satisfy psychological needs and promote autonomous work motivation?