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See Issue Journal of Total Rewards Q2 2021 Statistical models from pay equity analysis can drive significant insights about compensation philosophies that managers apply in different areas.

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There are some excellent models for how firms may navigate the advantages and disadvantages of pay outcome transparency, with an increasing number of firms either exploring the issue, or already opting to disclose certain forms of aggregate pay information.

“A key benefit of the playground is that there are various GenAI models available to try out all in one place,” she said, “enabling our associates to see the difference in how each model reacts to the same prompts.”

The Uber Business Model This simple model predicts that because of taxes, a worker with significant unreimbursed business expenses is better off as an independent contractor.

“The only way to understand the best choice for you as a company is to model it out based on how that peer group has performed in prior years, and this requires a lot of work to create historical reference points.

“To do this well, employers need a solid infrastructure and governance model around compensation.”

Go Beyond Compensation Carol Leaman, CEO and co-founder of Axonify, which trains frontline workers, said organizations will have to use multiple levers in their total rewards model to fill labor shortages this time of year.

This would be crucial for understanding what numbers are being used when we model plan changes and assess plan performance.

This includes a quantitative analysis, such as conducting a pay equity analysis (using a multivariate regression model), as well as a qualitative evaluation of pay and talent management practices.