Wednesday | 1:00 PM ET
The disruption and change of the last year has led many organizations to explore innovative alternatives to the traditional compensation strategies. This includes enabling employees to share in business success, guarding against intensifying competition, and testing long-held assumptions through regular modeling and projection as new data becomes available. The most innovative organizations are working to develop rigorous compensation structures that tie incentives and pay to the delivery of value, as set against objective performance measures and core business goals.
This Session will Examine:
Reassessing compensation strategies in the wake of the pandemic – accounting for remote work, recruitment and retention challenges, expanded recruiting geographies, the gig economy, and hybrid employment models
Utilizing data analytics and automation to streamline and improve compensation planning Pay normalization, location-based adjustments, job site tethering, and the rise in pay-for- performance/pay for work-value models
Evaluating the role and value of non-monetary perks, expanded benefits access, and rewards in compensation strategy
Considering the benefits and downsides of centralized vs. federated compensation structures