Searching Workplace Equity on page 98

This should be a warning light for HR/TR teams, as it indicates employees are struggling to find a healthy work-life balance — one of the most critical determinants of well-being in the workplace.

Meanwhile,organizationalchangemanagement (No. 9) andculturedevelopment (No. 10) underscore the role these professionals play in helping their organizations navigate broader workplace changes.The top skill, employment law and compliance, reflects the increased need for the profession to understand the influx of regulatory, legislative and legal activity occurring in the U.S. and abroad, and then ensuring corporate employment practices (e.g., wages, employee records management) account for and align with those actions.

Stress that pay structures and individual salaries have been evaluated for equity and fairness and were found to meet the employer’s pay philosophy.

For WorldatWork Members From Jobs to Skills to Outcomes: Leading the Evolution in Total Rewards , Workspan Magazine article;Pro Tips on Utilizing Data to Spot and Close Skills Gaps , Workspan Daily Plus+ article;Career Curation: How Total Rewards Can Drive Skills Portfolio Building , Workspan Daily Plus+ article;How to Leverage Skills Testing for Total Rewards Success , Workspan Daily Plus+ article;WorldatWork KPIs and Business Formulas , tool; For Everyone Pay Equity: Focus Is on ‘What’ and ‘How,’ But Don’t Forget the ‘Why,’ Workspan Daily article;The Importance (and Outcomes) of Flexible, Agile Rewards Strategies , Workspan Daily article;The Rise of Skills-Based Rewards, and What You Must Do About It , Workspan Daily article;The Year in Total Rewards: What Were the Biggest Trends of 2025?

Rapid allowances and mid-cycle adjustments distort internal equity structures and merit differentiation.; ;Employee sentiments.

Workspan Daily article;How Gen Z is Redefining Total Rewards , Workspan Daily article;Gen Zers and Millennials Are Increasingly Rejecting Corporate Loyalty , Workspan Daily article;Young Workers Opting for the Job-Hop Instead of the Climb , Workspan Daily article; Generation Z (those born between 1997 and 2012) is redefining how compensation and benefits are understood in today’s workplace.

An Oregon Business Magazine reader survey of 395 respondents categorized benefits elements as “very important,” “somewhat important” and “not important” for recruiting and retaining employees (Workplace Benefits 2014).

To remain agile in today’s workplace, you must formulate a Total Rewards strategy that meets the goals of your organization and the needs of your employees.

The boards of directors in Finnish companies have the official responsibility and power to decide on executive remuneration, with one exception: stock-based remuneration systems if new equity is issued.

How, they ask, can an organization assume that a strategy or program that succeeded in another workplace will succeed in its workplace when the two environments almost certainly differ?