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What advice can you provide HR/TR leaders on considering, adopting and utilizing this mindset to address critical areas such as performance pay?

The compensation professional of the future is a complete HR professional who knows the impacts of his or her actions on all human resources subsystems, and who understands the interconnections between the HR area for a better employee experience, aiming to attract and retain the best talents.

WTW predicts rewards leaders will focus on five key areas in 2023.

Furthermore, employees of color who changed jobs in areas with a pay history ban saw a 7.8% increase in wages, as well as a net 5.8% increase in pay compared to incumbent employees of color.

There is an exodus of talent from expensive living areas such as Silicon Valley to places like Nevada, Idaho and Southwestern states, where the cost of living is much lower.

Apparently, rewards professionals not only spend most time dealing with the cash dimension of rewards, they also have the highest levels of competence in this area including salary review, job evaluation, benchmarking and short-term incentives.

In his April 21 session, titled “ Myth-Busting Gen Z: Data-Driven Insights to Build Your Comp and Benefits ,” VanDerziel will: ;Uncover what recent college graduates truly value;; ;Examine critical areas shaping their decisions (e.g., starting salary benchmarks, benefits priorities, work location preferences, relocation trends, cultural alignment); and,; ;Help HR and total rewards (TR) pros better align their offerings and experiences with the expectations of Gen Z and new college graduates.; Workspan Daily editor Paul Arnold recently interviewed VanDerziel to unravel the secrets, issues and opportunities surrounding this workforce demographic.

Imagine your company’s performance, the orange line, superimposed on your industry’s landscape, the blue line and shaded areas.

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He directs its reward research agenda and is also responsible for its public policy work in the area of compensation and benefits.