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While these types of modification ideas are offered with best intentions in mind, they too often result in program tinkering.

Thus, it’s easy to imagine the type of grunt work it could theoretically take off the plates of those in the HR and rewards profession.

They shared perspectives on several areas of executive compensation package design, including discretionary versus formulaic incentive plans, alternatives to discretion, the pitfalls of too many metrics and who should be eligible for “megagrants.”

“This level of strategic and structural change can be daunting, especially for companies without dedicated resources in compensation design or workforce planning,” she said.

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President Donald Trump about making alternative assets more accessible in 401(k) plans;; ;Department of Labor amendments regarding alternative assets and cryptocurrency in retirement plans; and,; ;A reduction in Securities and Exchange Commission restrictions on private equity in certain types of funds; … the question of incorporating these types of investments into workplace retirement plans is increasingly on the radar for employers and their total rewards (TR) professionals.

“Not providing severance is just bad PR and employees are able to bring many types of employment lawsuits as a result,” Hollis said.

“Some organizations find that their DEI commitments were not designed with robust evidence-based practices to support their programs,” she said.

How to maintain pay equity for a variety of types of employees — full-time, part-time, project-based, gig workers?

Additionally, the type of work can significantly differ.