Look across the breadth and depth of your talent pool and you'll find them: emerging leaders, change agents, problem solvers and innovators. These employees are your secret weapons in the digital age. And wherever they are in their career journeys – from new college graduates who are just starting to show great potential to seasoned veterans with deep expertise and long track records of achievement – you can't afford to lose them. Your future depends on it.
The market for game-changing talent is as fierce as ever, which means your business needs to stand out from the crowd in a clear and compelling way. Reimaging your approach to employee rewards is a great way to get there. And we’re here to help. Our local, dedicated experts are supported by a team of global professionals focused on one goal: helping our clients drive business performance through people performance. Here's how:
As the rate of change and disruption soar to new levels in the workplace, it becomes increasingly crucial to align your rewards strategy with business goals and the diverse needs of your employees.
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Growth and disruption can trigger a proliferation of new jobs and titles. Before you know it, there are inconsistencies in job leveling, pay and titles. That's where job architectures come in – it can help us bring order to the chaos. Beyond that, it can serve as a foundation for career frameworks, pay equity and people analytics.
The Act of 5 September 2018 and its implementing decree of 8 January 2019 set new requirements for equal pay between women and men. There is now a common framework for all companies to follow and a single methodology to measure pay inequalities. It is not only a question of pay levels, but also of promotions and pay increase practices.
Rapid business expansion can lead an organisation to outgrow its existing human resources, compensation and career structures, requiring frequent reassessment and realignment.
Thousands of companies around the world, in tens of industries, representing millions of employees, share their compensation data with Aon every year. Together, this data forms one of the largest sources of rewards intelligence anywhere in the market. Better yet, this data is delivered back to clients in a number of industry-specific formats honed over decades to meet the nuanced benchmarking requirements of every industry. You can read more about Aon’s surveys here.
With the Radford Network at your side, you'll be able to benchmark pay on-the-fly for thousands of industry-specific jobs, both technical and non-technical in nature, across all manner of geographic and industry lines.
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When it comes to benchmarking pay in the asset management, banking, insurance, professional services and wealth management industries, McLaganLive is go-to resource for HR leaders.
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