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HRCI and WorldatWork Launch Strategic Collaboration to Advance HR and Total Rewards Excellence November 24, 2025 ALEXANDRIA, VA, and SCOTTSDALE, AZ - HRCI and WorldatWork, two global leaders in human resources and total rewards education, today announced a new strategic collaboration designed to expand and elevate professional development opportunities for HR and rewards professionals around the world.

Survey Results: Private Companies This survey reveals the factors in designing multiple short- and long-term incentive pay plans at private companies and the impact on company growth.

“At their core, rewards are designed to enable the workforce to be productive, which translates to bottom-line results.”

In this course, Excel guru, Dianne Auld will guide you through key areas of incentive modeling in Excel, such as eligibility, measures, performance targets, hurdles, weightings and payout levels, and outline guidelines for good incentive model design.

Explain the intent of each reward type (for example, merit vs. bonus) and what data points (e.g., stakeholder feedback) affected the allocations that the employee is receiving.

“Are we the kind of place that demands everybody be here and follows this set of rules or the type of place that provides flexibility?”

Less than a quarter of employers currently provide this type of coverage, according to Mercer's report, which also recommended covering robust fertility and reproductive care.

Offer gender-affirming care and parental benefits for all types of families, and ensure policies are written to explicitly encompass LGBTQ+ employees and their needs.

Options for Smaller Organizations Onsite childcare may make more sense for certain types of employers, Izbicki said, including: ;Those in industries (e.g., manufacturing, education, healthcare) where employees are generally unable to work remotely;; ;Organizations with a heavily female population or a significant proportion of younger workers; and; ;Large offices or headquarters with many onsite employees.; While 6% of organizations currently offer or are planning to offer onsite or near-site childcare, that number grows to 9% of employers with 500 or more employees, and between 13% and 18% of organizations with 5,000 or more workers or more, according to additional research by IFEBP and Mercer .

With other types of bonuses that may be more variable in timing, impetus and amount, repeated pay equity analyses may not always be realistic, Greenfield said.