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Employers should assess how these changes fit with their business goals and workforce characteristics, especially since potential increases in plan costs may not always justify the administrative convenience.; Federal regulators will soon field more comments and concerns from employer and industry groups at a public hearing set for March 15 — centering on recent proposed guidance about new requirements for long-term, part-time (LTPT) employees under the SECURE 2.0 Act.

The Right Choices and the Right Fit The experts interviewed for this article stated you want to avoid offering employees modular compensation options that don’t make sense for them, don’t apply to them or don’t drive the outcomes you’re seeking from a particular group .

For WorldatWork Members Data Innovation in the Era of AI , Workspan Magazine article;TR Is Key to Successfully Integrating AI and Work , Journal of Total Rewards article;AI and the Skills Evolution: Where the Total Rewards Function Fits In , Workspan Daily Plus+ article;How to Identify Root Causes of Gender Pay Inequity , Workspan Daily Plus+ article; The concept of paying for skills , rather than by job title, is growing in popularity, but the question of how to ensure equity and consistency in those pay structures often makes implementing them prohibitive.

She explained it’s clear a one-size-fits-all approach is no longer tenable in today’s diverse workforce landscape.

Rather than invest in another well-being initiative employees may or may not use, employers can help subsidize a variety of services, products or experiences to fit a very wide range of employee lifestyles and needs through LSAs, he explained.

Employers now rely on AI to scan resumes for “exact fit” criteria, while thousands of others are automatically rejected and left untouched in databases.

Change from: Single product hunter and farmer roles;Hunter commission on revenue;Farmer bonus on the growth of existing programs; To: Multiple products, new program-focused hunter roles and strategic account managers;Role-based sales compensation plans aligned with the new role expectations, including commission rates based on margin tier and performance to goal and separate strategic product measure; One Size (Never) Fits All Although too much complexity can hinder sales compensation plan effectiveness, one size, by definition, only fits average.

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As employees — whether they are gig workers, part-time or full-time — gain access to more information about a company’s pay ranges and levels plus where their individual pay fits relative to those, employers will need to ensure that they have a coherent message to all of these employee segments, Frost said.

They can identify deals that are fit for purpose, develop the optimal deal structure, negotiate the right price and formulate a compelling integration model to realize the deal objectives and synergies.