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The tools also bolster employee experience and productivity for all types of roles — for instance, by helping hiring managers automate aspects of the performance review process and implement real-time improvements to onboarding.

High-growth tech startups are an obvious fit to utilize tender offers.But what other types of organizations might benefit from this approach?

This type of CHRO understands systems, processes, growth strategy and corporate sustainability.

Building the Right Compensation Package In addition to the standard salary and performance bonuses, Canavan said the building blocks should be: retention incentives, which organizations can address through real or “phantom equity” (a type of compensation award that references equity, but does not entitle the recipient to actual ownership in a company); a long-term cash bonus plan; or split-dollar life plan, which allows the sharing of the cost of a premium for a permanent life insurance policy.

When it comes to compensation, he said, AI can help organizations analyze objective data — such as job type, level and time-in-role — to ensure salary decisions are made in an apples-to-apples manner, where appropriate, across teams.

Step 2: Understand the Survey Results How you analyze survey results will likely impact the insights you can glean and the type of change you ultimately implement, so exercise care when reviewing the data from your surveys .

Workspan: What types of actions are necessary right now — and how do you see employers engaging in this future planning?

Projection at 3.8%; ;2023 survey report: Employers Budgeting 4.1% Pay Raises in 2024; ;2022 survey report: Salary Increase Budgets Reach 20-Year High; ;2021 survey report (member only): Salary Increase Budgets Poised to Rebound in 2022; A Glimpse at Worker Type Breaking down the data by employee classification, the WorldatWork survey showed generally the same trend lines for hourly and salaried workers.

Each of the three main types of LTI vehicles has benefits and drawbacks that should be carefully evaluated: ;Appreciation awards.

In addition, enhancements on the rise include employer coverage of doula services (36%), services to treat postpartum depression (55%), initiatives to support high-risk pregnancies in under-resourced populations (43%) and group-based prenatal care (30%).”