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.; The core responsibility of designing compensation plans that attract, retain and motivate the right CEO and his/her executive team requires new levels of creativity and flexibility — more customization to each organization’s unique circumstances than ever before.

The pandemic and resulting changes to work locations have raised new issues.

Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Employee Benefits; ;Well-Being; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

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“Whether it’s providing courses, education or tools to help that person advance professionally, [learning and development opportunities] can really help them and keep them motivated and incented,” Hosking said.; Editor’s Note: Additional Content For more information and resources related to this article, see the pages below, which offer quick access to all WorldatWork content on these topics: ;Career Growth; ;Employee Benefits; ;Employee Compensation; ;Total Rewards; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

For employers in industries such as high tech, where new technologies breed new roles in very little time, it’s a near-necessity.

New York City’s law applies to employers with four or more employees, at least one who works in the city.

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Over 90% of RMTRA’s board members were in new roles in 2022,” said Nicole Davies, RMTRA president.

The study found similar spending among HSA and PPO enrollees but different use of services based on health condition: Individuals with no health conditions using HSA plans were less likely to use more expensive services — emergency department visits, specialist visits and prescription drug fills — but had more primary care provider visits.