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Read: Return-to-Office's New Balancing Act Many organizations have already adopted a hybrid model by designating certain days or times to be in the office while otherwise allowing employees to work remotely, and Turnbull predicted most companies will continue to offer flexible and hybrid options to stay competitive.

Because the data are coming from many idiosyncratic sources, we also expect that statistical modeling skills will become increasingly important, to adjust for various biases, gaps and collection processes.

For WorldatWork Members Salary Benchmarking , tool;2024-2025 Salary Budget Survey , research;When Comparing HR Strategies, Should You Model Talent Competitors?

Access bonus Workspan Daily Plus+ articles on this subject: ;How to Incorporate Skills into Rewards and Recognition;3 Reasons Why Your Talent Marketplace Isn’t Working; Untapped Opportunities The Mercer report showed how organizations incorporate skills models into various talent practices (see table below); in some cases, skills are underutilized.

For WorldatWork Members 2026 Priorities of Total Rewards Leaders Survey , research;From Compensation to Collaboration and Connection , Workspan Magazine article;Linking Rewards to Successful Performance Management Practices , Journal of Total Rewards article;Total Rewards Inventory of Programs & Practices , research;Total Rewards Model: A Guide , tool;Guided Checklist for Analytic Thinking & Data-Driven Action in Total Rewards , tool; Nearly 300 total rewards (TR) decision-makers recently participated in WorldatWork’s 2026 Priorities for Total Rewards Leaders survey and provided their vantage point on the elements that will energize them, define their success and perhaps keep them up at night during the year.

To get the most out of this course, you will need to have working knowledge of the WorldatWork Total Rewards model, compensation fundamentals of a Total Rewards strategy, labor regulations, base pay systems, variable pay programs and market pricing.

The ubiquitous use of generative AI, driven by access to large language models, is promising to fundamentally transform the way we implement pay.

As the economy continuously transitions from a manufacturing- or production-driven model to one that is driven by knowledge, turnover becomes more costly, Garlick said.

Instead, employers are redirecting spending toward more scalable, defensible strategies, Scott-Wears said, such as compensation technology, pay equity analytics and better modeling tools.

With experience spanning public, private, and unionized environments, Maeve has guided organizations through executive compensation reviews, pay equity compliance, reorganization design, and performance-based compensation models.