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“Right now, when most organizations model GLP-1 coverage, they find a net cost increase, not a savings,” Midlam said.

“HR platforms are becoming more holistic and predictive to help leaders not only manage compliance but anticipate talent needs, model compensation strategies and continuously update benchmarks based on real-time data.” — Ruth Thomas, senior VP of marketing, Payscale ‘A Different Approach Than Traditional Corporate Hiring’ Also in September, talent acquisition software provider iCIMS acquired Apli , an AI-powered recruiting company.

In the old model, where compensation and benefits were together outside of the U.S., we were creating a lot of unnecessary noise and redundant work.

This process required subjective judgment even when quantitative selection models were used.

Legally-driven analyses often define very narrow employee groupings and can include as many as hundreds of different multiple regression models.

Retention assumptions break down, pay-for-performance models lose their accuracy, and equity decisions get made by exhausted managers.

Armed with preferences and a crisp matrix of alternatives and costs, different bundles of change were modeled.

Managed accounts, which provide personalized savings and investment models based on participant data, offer a prime example of how data-driven insights enhance engagement and effectiveness.; ;Technological integration.

.; Harmonization as a Solution To address these challenges, organizations can implement the following cross-divisional harmonization strategies: ;Establish a corporate-wide governance model.

There’s particular interest in alternative plan designs , WTW found, with 41% of employers currently adopting these models and another 46% planning to do so by 2027.