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Setting direct measures is fraught with challenges and the knowledge that the event — should it arise — is likely to look very different.

Let’s move this article forward by level-setting with a few “truths”: ;Harmonization is not about centralization but rather creating the right balance between corporate consistency and divisional flexibility.; ;A structured governance framework with clear steps and decision-makers is essential for successful harmonization of decentralized business units.; ;Standardized platform roles and compensation blueprints create consistency while accommodating necessary divisional variations.; ;Effective change management, including cross-divisional collaboration and executive sponsorship, is critical for successful implementation.; ;Measuring and communicating the business impact of harmonization initiatives reinforces the value of continued alignment efforts.; We will unpack this in the sections to come.

These bundles set you up for success — building your expertise, confidence and value as a compensation leader.

Then set specific targets going forward to improve on these weak areas, and create a series of milestones to mark your progress.

Having strong analytics and pay administration is more important than ever when addressing compression, she said, and employers need to be deliberate in setting their annual salary budgets.

He noted that employers offering unorthodox perks may lessen the stress of commuting to the office and working set hours, as well as move the needle on creating or bolstering a company’s culture.

In addition, the continuing consolidation of healthcare providers into fewer, larger systems has given them greater ability to work with insurers in setting reimbursement levels.

This makes sense, as diversity helps companies appreciate and understand different perspectives, become more in tune with the needs of a diverse set of customers and stake- holders, and are better able to manage diverse workforces.

This expansion is set to enable WorldatWork to better serve and educate its membership and HR and Rewards professionals in the MENA region.

;Burkett, Oberpaul, and Weller draw on a programmatic set of studies to document the trend of increasing complexity in executive compensation contracts.