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Potential Pitfalls of Setting ESG Goals Once a company decides to incorporate ESG and HCM into its incentive program, it must be cognizant of the potential pitfalls and consider the differences between ESG and HCM metrics and traditional operational and financial goals when setting ESG and HCM goals.

While the majority of geographies will have jobs that map into the predefined set of platform jobs, it is not uncommon to have a set of outlier cases in resource-constrained geographies.

Each day introduces new benchmarks in the tech world, setting new standards for organizations to continuously adapt or face potential irrelevance.

Develop a Pay Structure that Sets You Apart Once you’ve done your homework on industry standards, sit down and iron out a pay structure that will bolster your competitiveness.

An individual activity or decision on its own might be tactical or operational and only improve effectiveness, but when purposefully combined as a set of coordinated and integrated decisions that fit environmental contingencies in a way that other businesses are unable to mimic, it can create a competitive advantage that is sustainable due to its complexity, customization and difficulty to imitate.

What to Consider Before Removing Ties to Compensation First and foremost, Jones advised companies shouldn’t jump on the bandwagon to separate DEI goals and compensation any more than they should have jumped on the ESG bandwagon in the first place without a set plan.

Best fit refers to the optimal solution to address a specific problem or accomplish a set of objectives.

Just as the CCP and GRP originally set a new standard for our profession, our updated programs will set a fresh global standard for how, what and why we deliver as compensation professionals.

If you set quotas too low, your profitability may decrease.

The result is engaged workers who feel a closer connection to their work, and who are able to bring more of themselves into the office, even in a remote setting.