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THE FIRST MEETING – THE TOPIC FOR INQUIRY The client had called us for help in redesigning a compensation plan that they perceived as misaligned with their team-based organizational strategy.

But now, with game-changing technologies like AI evolving at lightning speed, the pressure to acquire the right skills and to restructure teams (and sometimes entire enterprise workforces) to meet business demands has never been more intense.

In the short term, HR professionals at multi-state companies may have little choice but to establish national policies that meet the panoply of state requirements, even if such policies are eventually undercut by a “race to the bottom” at the state level.

AI can be used to: whittle down pools of applicants to those who more closely meet the job requirements; evaluate candidate skills; assess where to place hires in existing pay ranges: assess performance and readiness for advancement; suggest remedial actions to avoid loss of valuable talent; and assist during workforce reorganizations.

Task performance generally describes the degree to which a person fulfills their core role; that is, how well they meet or exceed their set work goals.

A rewards professional needs to master the technical dimension of the field but also needs to be able to engage with stakeholders and have the creativity to adapt approaches to meet new goals and a changing context.

An employee dealing with mental health concerns might also exhibit any number of troubling and maybe even uncharacteristic behaviors, such as: Missed deadlines;Decreased productivity;Changes in work habits;Conflicts with co-workers;Less participation in meetings;Increased absences or tardiness;Changes in appearance;Dramatic personality changes.; Spotting these symptoms becomes a bit more difficult when employees are essentially quarantined at home, given the lack of in-person interaction and the almost all-virtual work environment.

Employers may not require that an applicant’s prior wages, salaries or benefits meet minimum or maximum criteria.

If the stock price increases during the restriction period, the employees participate in that gain, assuming they meet the restriction requirements.

.; Need for HR Analytics Utilizing HR analytics can perform such functions as: Meeting the growing demand for the HR function to be more quantitative and for HR professionals to have business acumen;Providing sound, logical and judicious people-related decisions in such high-cost areas as recruitment, training, development and engagement of employees;Helping organizations’ top management and board members measure and quantify people-related decisions;Aiding in determining the best answers to critical questions such as improvement of productivity; suitability of an employee for a job; staffing requirements of organizations; performance of individuals, teams and departments; and identification of skill gaps.; Functions of HR Analytics Using HR analytics can help in: Understanding and interpreting large volumes of data related to human resources.