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Judging from the list of the 25 most-viewed articles during the past calendar year, particular subjects of interest included: ;Salary budget surveys for compensation planning; ;Employment law and regulatory compliance; ;Pay practices; ;Pay transparency; ;Job architecture; ;Hybrid and return to the office; Those are not really surprising considering prominent themes from 2024 included: ;A cooling job market; ;U.S. federal agencies issuing final rules; ;Employers and business organizations filing lawsuits against those final rules; ;American states proposing or passing pay transparency laws, as well as continuing momentum occurring at the global level; ;A tightening U.S. and global economy; ;The search for leading practices to maintain or enhance competitiveness in talent acquisition and retention; ;The continually changing state of the post-COVID-19 workplace; Check out the full most-viewed articles list below.

About WorldatWork:   WorldatWork is the leading global nonprofit association for professionals engaged in the critically important practice of Total Rewards.

To find a local affiliate near you, visit: https://worldatwork.org/membership/affiliates About WorldatWork WorldatWork is the leading global nonprofit association for professionals engaged in the critically important practice of Total Rewards.

Of those employers planning to act, 79% felt adjustments will lead to an increased payout of less than 20%, while 15% expected to increase payouts by more than 20% of the calculated score.

DEVELOPING LEADERSHIP PROGRAMS AND PLANS Leadership development programs that prepare leaders to lead through times of adversity are essential, yet often organizations realize that the program is focused on management, not leadership.

In addition, pay transparency has also been found to unintentionally lead to pay compression, which in turn could lead individuals asking for hidden idiosyncratic deals ( Abdulsalam et al. 2021).

About WorldatWork WorldatWork is the leading nonprofit professional association in compensation and Total Rewards.

Businesses have continued to provide offerings based on historical practice, rather than viewing this as an opportunity to lead what talent looks like for their organization, and ensuring that their employee value proposition includes a holistic total rewards philosophy that's available to all.

Observers are skeptical that the mandate will lead to other organizations doing the same thing, as such strategies can damage employee trust, morale and the company's reputation.

“This can lead to staff feeling undervalued or misunderstood, decreasing morale.