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Compensation Certification Courses Accounting and Finance for the Human Resources Professional (T2);Base Pay Administration and Pay for Performance (C4/GR4);Business Acumen for Compensation Professionals (C8);International Financial Reporting Standards for Compensation Professionals (T7);International Remuneration: An Overview of Global Rewards (GR7);Job Analysis, Documentation and Evaluation (C2/GR3);Market Pricing: Conducting a Competitive Pay Analysis (C17/GR17);Quantitative Principles in Compensation Management (C3E);Regulatory Environments for Compensation Professionals (C1);Strategic Communications in Total Rewards (T4/GR9);Total Rewards Management (T1/GR1);Variable Pay: Improving Performance with Variable Pay (C12/GR6); Benefits Certification Courses Benefits Outsourcing: Selecting, Contracting and Managing Service Providers (B12);Health and Welfare Plans: Plan Types and Administration (B3);Health and Welfare Plans: Strategic Planning and Design (B3A);

Salary Budget Planning Playbook: Data, Strategy and Insights for the Year Ahead On Demand until February 19, 2026 Facebook Twitter LinkedIn In today’s uncertain economic environment, planning salary budgets for 2026 presents unique challenges and critical opportunities for Total Rewards professionals.

Baltimore’s Live Near Your Work program matches employer contributions of $1,000 to $2,500, for total incentives of up to $5,000, to help employees purchase homes near their place of employment.; As skyrocketing housing costs continue to make homeownership more of a dream than a reality for many employees, some employers are stepping in to help by absorbing part of the cost of renting or purchasing a home, according to a recent survey.

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 Compensation; ;Executive Compensation; ;Finance and Budgeting; ;Organizational Performance; #1 Total Rewards & Comp Newsletter Subscribe to Workspan Weekly and always get the latest news on compensation and Total Rewards delivered directly to you.

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 Compensation; ;Finance and Budgeting; #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 WorldatWork Members 2026 Priorities of Total Rewards Leaders , research;2025-2026 Salary Budget Survey , research;If Workers Feel Squeezed, Reinforce the Sum Total of Your Rewards , Workspan Daily Plus+ article;Don’t Underestimate the Power of Non-Financial Rewards , Workspan Daily Plus+ article;Addressing Inflation and Stemming the Turnover Tide , Workspan Magazine article;Effectively Managing Pay Budgets, Structures and Rates , Journal of Total Rewards article; For Everyone COLA, Currency, Comp: How TR Leaders Are Handling the New World Order , Workspan Daily article;The ‘Salary Squeeze’: How the Workforce Is Weighing Compensation , Workspan Daily article;How HR and TR Leaders Can Build Future-Ready Rewards , Workspan Daily article;Compensation Actions in an Inflationary Economy: A Case Study , on-demand webinar;Geographic Pay Strategies , course;Market Pricing and Competitive Pay Analysis , course;Total Rewards Priorities Quiz , tool; Inflation

To get the most out of this course, you will need to have working knowledge of the WorldatWork Total Rewards model, compensation fundamentals of a Total Rewards strategy, labor regulations, base pay systems and variable pay programs.

Now in its 49th year, WorldatWork’s Salary Budget Survey is the longest-running survey of its kind and offers CEOs, Chief Financial Officers and HR professionals robust, year-over-year data to design competitive compensation plans and total rewards strategies that attract and retain high-performing employees.

In the spring of 2021, U.S. respondents projected that 2022 total salary increase budgets would rise modestly from 2021’s 3% average to a 3.3% average while the median prediction (3%) showed no change from 2021’s actual median increase of 3%.

Traditional benchmarking cycles often keep pace with steady shifts but struggle when demand surges which leaves total rewards leaders making difficult choices about pay placement, equity, and retention.