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Still, I think most 2023 workplaces will share some key characteristics. 1.

Interestingly, two-thirds of employers cited ROI as the No. 1 priority for medical and pharmacy vendors — but only 50% cite ROI for non-medical/prescription-drug vendors.

Promotions tend to be tied to a major role change rather than doing more of the same type of work.

;Understand the types of sales compensation plans and payout mechanics.

Explain the intent of each reward type (for example, merit vs. bonus) and what data points (e.g., stakeholder feedback) affected the allocations that the employee is receiving.

., age, gender, marital and family status, location, salary);; ;Types and number of benefits plans (e.g., three healthcare choices, two pension plans);; ;Eligibility criteria;; ;Employee enrollment/participation rates;; ;Elective contributions/employer matching;; ;Investment choices/fund performance;; ;Benefits utilization (which can be manipulated by demographics);; ;Employer and employee costs (out-of-pocket costs for each);; ;Turnover and retention rates; and,; ;Industry benchmarks .; TR pros may collect this data through several methods, such as: ;Employee surveys.

Based on a survey of 1,000 U.S. workers, the new Workplace Monitoring Report from career-building website Zety found 1 in 9 workers had quit a job due to excessive monitoring.

“A ‘mandatory fun’ type of event will bring certain people out and leave a lot of others behind,” Amato said.

This type of change can be invigorating for HR professionals and promote more respect for HR companywide.; Seven Challenges This new non-HR CHRO is going to be a work-in-progress because they likely will bring: ;HR knowledge gaps.

In a recent Q&A with Workspan, Manisha Thakor, CFA, CFPO, and founder of financial well-being consultancy MoneyZen, shared her observations regarding the most effective types of financial well-being tools she has seen employers providing workers during COVID-19.