The PeopleFluent Blog

If you didn’t get a chance to attend 2019 Total Rewards, read an overview of a few of the most talked-about issues facing talent management leaders today in employee compensation and performance management. Plus insights that aim help leaders move toward a total rewards model.

If your organization is looking to increase pay transparency, how can you safeguard against disaster and ensure your strategy is successful? First, take time to review your compensation strategy and methodology.

Investing in your employees also means investing in a strong compensation strategy. Your compensation strategy should encompass strategic guidelines and tactical policies that outline how you execute your plan. The true ROI of a strong compensation strategy includes higher retention, positive employee engagement, and greater productivity.

It’s an unfortunate fact that most compensation teams have experienced or are experiencing the pressure of managing an annual increase cycle with a flat or trimmed budget. Here are 3 compensation strategies for better outcomes.

In recent years, the topic of compensation has extended beyond the expert community of compensation managers and HR to become a cultural conversation. It’s headline news in the United States and Europe—from competitive sports and Hollywood actors, to Google and big tech, to the financial services sector. While headlines have highlighted gender differences, pay equity goes well beyond gender alone.