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Your employee engagement strategy shouldn’t focus solely on compensation and benefits

HR Brew

If employee engagement was a pie, compensation and benefits would just be a pinch of salt. While leaders also view culture alignment (32.4%) as most influential to engagement, they put compensation and benefits (21.2%) in second place. What this data is telling us is we really have to look at other things, like how do you hire for fit?

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Compensation vendors are bullish on AI. Their customers aren’t as sure.

HR Brew

At WorldatWorks recent Total Rewards conference in Orlando, vendors were eager to talk about how they were incorporating AI into their compensation tools. Compensation is no exception. But not all compensation pros are ready to abandon their Excel spreadsheets just yet. AI investments. HRs hesitation.

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This talent pro is tackling hiring challenges in the mental health services field

HR Brew

He also noted issues around compensation as healthcare roles saw skyrocketing salaries and bonuses because of the pandemic and increased expectations around pay transparency. “We We have to separate what’s important at [the] company versus what’s important in the market, and what the market’s feeling,” he told HR Brew. “We

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Ditching annual performance reviews, investing in middle management, and using AI for career development: How HR wants to change performance management in 2025

HR Brew

HR leaders shared with us how theyd like performance management to evolve in the year ahead. Technology is evolving faster than ever and employers need to think carefully about the impact it will have on jobs and career growthespecially when we think about how AI and agents are transforming the way we work. Dont depreciate managers.

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How to Offer Fair, Equitable Compensation

Plan your compensation with inclusivity in mind. Learn how to: Gather and assess payroll and employee data. Offer fair and equitable compensation with this comprehensive e-book from ChartHop. Investigate existing gaps to ensure fairness. Take action to correct unfair pay disparities.

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Building a Consistent and Sustainable Compensation Strategy for Your Business

MP Wired For HR

Building a Consistent and Sustainable Compensation Strategy for Your Business September 24th, 2024 Share on Facebook Share on Facebook Share on LinkedIn Share on LinkedIn In today’s competitive job market, crafting a well-structured and sustainable compensation strategy is crucial for attracting, retaining, and motivating top talent.

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At least 23 states are raising their minimum wage in 2025—here’s what it means for HR

HR Brew

Several states have set their own minimum wages over the years, but as more move to do so, navigating a fractured compensation compliance landscape will become increasingly complicated for people professionals. “I Most increases are set to go into effect on Jan. Michigan will raise its minimum wage twice next year, first on Jan. 21 to $10.61.

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Un”comp”licating Compensation - Building a Brand People Want to Work for

Speaker: Kathy Steele, CEO, Red Caffeine

Then fair and transparent compensation and benefits are the way to affirm your organization is dedicated to this pillar of the business. In this webinar, Kathy will explain: The significance of creating a fair and transparent comp philosophy and brand story, and how you can build it into your corporate culture. Take the assessment now!

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The Future of Payroll

Speaker: Steven Van Alstine, VP of Education, Canadian Payroll Association

The challenge is that payroll is a critical function within every organization — responsible for one of the most important aspects of the employee experience: compensation. This assessment included a range of company sizes and locations, including the U.S.

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Creating Benefits Flexibility Your Employees Will Value

Speaker: Alex Anderson - Total Rewards Strategist at Lockton Companies | Leo Tokar - President, People Solutions and Partner at Lockton Companies

In fact, the most common inquiry that total rewards experts receive from workers in all fields is how much control they should have over their compensation and benefits. To begin answering this question, we must do a complete value assessment of total rewards. Employees want more personalization.