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It’s more important than ever to devise creative and effective compensation strategies to attract and retain this generation of talent.
Published: June 2018 Read Article ›
The first year of CEO pay ratio disclosures are in for most public companies. Our latest article includes several key findings for the technology and life sciences sectors that will be helpful as companies think about how this new data could be used by stakeholders in the future.
During annual performance cycles, compensation professionals spend a lot of time thinking about the size of the merit pool and who gets how much of an increase. However, less time is spent on the factors that go into how the pool is delivered. We delve into five strategies you can use to get more from your merit budget.
Published: May 2018 Read Article ›
Compensation planning in India requires extensive knowledge of local market practices given the many unique rewards terms and structures found in the country. Following the tips we provide in this article will help you set out on a path toward developing well-understood, tax efficient, legally compliant and competitive pay packages in India.
A competitive talent landscape has elevated the need for the CHRO to focus on total rewards. As such, it’s not a surprise that median compensation for CHROs continues to increase.
To understand what skills are hot in the IT market, compensation professionals need to dig deeper than the traditional benchmark data sources.
Our latest quarterly trends survey shows the use of retention bonuses in key global technology markets has fallen in the past two years. Our article explores the reasons behind this trend.
One of the major differences among public and private companies is the quantum of pay for executives. Compensation professionals at private companies are continuously challenged to attract and retain executives when their ability to pay competitively vs. public companies is constrained by typically lower long-term incentive (LTI) opportunities.
Our latest quarterly trends survey shows the use of retention bonuses in key global life sciences markets continues to rise over the past five years. Our article explores the reasons behind this trend.
In spite of Brexit, the London pay premium for technology sector talent continues to accelerate, which is why our latest data from the UK underscores the need to constantly examine and reevaluate regional pay differences.
We recently met with 200-plus HR and compensation leaders in Silicon Valley to discuss the difficulties of hiring and retention in today’s fierce talent environment. As everyone in the room agreed, paying top dollar helps, but there are many other ways to become a top-talent destination without breaking the bank. In this article, we present some successful non-monetary strategies companies can adopt right now to strengthen their employee value proposition.
With a shortage of workers possessing very specialized clinical and business infrastructure skills, life sciences companies often struggle to attract and retain this evasive talent. But when someone possessing these rare “hot skills” is found, companies often find themselves paying a large base salary premium to acquire them. Here, we go over the top five skills that fit in this category.
Published: April 2018 Read Article ›
In today’s super-charged job market, technology companies are engaged in a frantic battle to attract and retain people who possess game-changing skills. And while a large number of companies still don’t believe in paying special premiums for these “hot skills”, among those that do, the five hot skills listed in this article currently command the largest base salary premiums.
One of the earliest decisions when bringing in a new CEO, whether it’s an internal promotion or an external hire, is what the initial pay program should be. There are several factors that the board of directors should take into consideration, but using external benchmarks to create a competitive pay package (without overpaying) is a good starting point.
Using Aon’s Corporate and Governance Pro’s (CG Pro) new CEO Pay Ratio report, we took a look at what’s being reported at a select sample of 531 companies, which span several industries.
With so much of a salesperson’s compensation delivered through variable, performance-based pay, sales leaders need to continually monitor pay-for-performance mechanisms to ensure they remain fair, motivating and in-tune with business needs. However, we often rely too heavily on data-driven assessments to measure plan performance. Sometimes asking the right qualitative questions to the right people can make a huge difference.
Technological advances, coupled with new pay equity laws, give employees access to compensation information they never had before. In the emerging era of pay transparency, there are four steps companies must take to both address inequities and engage employees in creating a shared understanding of fair pay.
There are a lot of variables that go into a good sales compensation plan. Aligning the plan with your corporate sales goals and the desired behavior required of the sales role is the key.
Following your annual merit cycle, we recommend putting your rewards programs through four diagnostic tests to determine how well your pay-for-performance systems are working. Our latest article outlines these tests and the important questions every rewards professional should ask themselves after the conclusion of merit season.
Although it is more than 10 years old, Radford’s global job leveling system remains as relevant today as when it was first introduced. In fact, as workforces become more global, M&A activity remains robust, industries collide, and calls for greater pay equity grow louder, companies are turning to global leveling structures more and more often.
Published: March 2018 Read Article ›
For today's multinational organization, securing top talent on a worldwide basis is a key driver for success and having the right pay programs and incentives in place globally has become increasingly challenging. We will explore how best to design pay for global executives.
The first proxies to include CEO Pay Ratio disclosures are now being released. Using Aon's CEO Pay Ratio report we evaluated the initial data in order to provide you with initial insights.
For decades, China focused on rapid economic growth. Now, the emphasis is on grooming quality talent and companies. To successfully navigate this transformation, HR and rewards managers should pay attention to four big developments.
Starting in the 2019 proxy season, board of director pay will be monitored by Institutional Shareholder Services (ISS), which makes a thorough outside director pay review even more critical.
With so many different types of compensation survey providers in the market— including a growing list of online, crowdsourced data sources— how do you know which ones are right for you? Our article outlines the pros and cons of different survey types and how to use survey data to its full potential.
While a majority of life sciences companies have change-in-control and not-for-cause severance policies, the prevalence of plans fell from 2014 to 2017, a surprising result in our latest special survey. Meanwhile, diversity in plan design increased, giving business leaders plenty of new ideas to consider.
Our new survey of severance and CIC practices at US technology companies reveals an increase in companies with polices, but there is still wide variation in how plans are designed.
People issues— from culture to total rewards— can be one of the biggest reasons mergers and acquisitions fail. This is particularly true in the technology sector where the value of a deal is often found in the employees as much, or more so, than a product or service. Our article provides tips and data to empower HR leaders to ensure lasting success following a deal.
Looking back on the blog posts from 2017 that have resonated best with readers, we see one common denominator. The most interesting stories are the ones with practical advice on how to make the compensation data actionable. Here are five topics that seemed to play well throughout 2017 where the insights provided useable information.
To help you strike a better balance and get the most out of your compensation spend, we’ve put together these 5 tips to communicating salary review decisions.
Published: February 2018 Read Article ›