employee rewards Articles

Glass Lewis Will Make Changes to Peer Groups and Pay-for-Performance Methodology

Glass Lewis announced it is replacing Equilar with CGLytics as its provider of pay data used to evaluate peer groups and pay-for-performance alignment. Changes go into effect January 1, 2020.

Top Five Trends in Long-Term Incentive Plans at Life Sciences Companies

Developing competitive long-term incentive plans that evolve and scale as your life sciences company grows is a critical element of any compensation strategy, but not an easy task. We highlight five trends in the development of long-term incentive plans we’re observing.

Top Five Trends in Long-Term Incentive Plans at Technology Companies

Developing competitive long-term incentive plans that evolve and scale as your technology company grows is a critical element of any compensation strategy, but not an easy task. We highlight five trends in the development of long-term incentive plans we’re observing.

Refining Rewards for the Millennial Generation

With Millennials expected to comprise 75% of the workforce by 2025, employers need to rethink their total rewards programs with this generation of workers in mind. In doing so, companies must factor in career fulfilment, flexibility, performance and compensation.

Compensation Tips for Global Expansion

Companies looking to expand their global footprint must wrap their arms around the complexity and multifaceted nature of compensation and incentive design. All too often, companies replicate their headquartered company policies as they expand, which can lead to a host of problems. In this article, we tackle some of the complexities of global pay practices and policies to assist businesses that are expanding internationally.

Policies for Managing Pay in Volatile Markets

We interviewed leading multinationals in the technology industry to understand what policies are in place and what lessons they have learned when handling volatile external situations.

5 Questions to Ask Yourself When Choosing a Compensation Survey

The key to selecting the appropriate survey for your company is to know the right questions to ask and to ensure the survey is tailored to your company’s needs.

5 Reasons to Revisit Your Job Architecture

More companies are making changes to their job architecture in response to market forces – from pay equity to rapid growth. We explain how to determine if your structures need a facelift.

Developing a Winning People Strategy for New Types of Technology Jobs at Retail Companies

As retail companies rapidly integrate technology-related jobs to their workforce, they find hiring and retaining people with these skills requires re-examining their rewards structures.

IRS Clarifies Tax Law Provision that Could Benefit Private Company Employees

The IRS recently released guidance about the applicability of a provision in the 2017 tax bill that could benefit employees at private companies who receive equity awards. The guidance specifies the conditions for employees to be eligible for tax relief and the responsibilities of private companies.

Technology Companies Pay New Hires More Than Current Employees for Key Job Roles

Salaries for newly hired mid-level professionals at technology companies are higher, on average, compared to incumbent employees. This raises concerns about retaining talent and unintentionally creating, or worsening, internal pay equity gaps.  

Understanding the Impact of Performance Ratings in Differentiating Pay

With an increased focus both internally and externally on pay for performance, we examine how companies with different performance ratings systems are optimizing their merit budget.

How Biotech Companies are Scaling their Workforces for High Growth

Companies experiencing high growth need to engage in smart workforce planning and examine their compensation philosophy, culture and employee experience to stay competitive. We highlight important ways emerging growth biotech companies are taking these steps.
 

A Checklist for Fall Compensation Planning

At most companies, Fall is the start of compensation planning season. To help you prepare, Radford has developed a quick checklist for keeping your pay programs up to date.
 

Robust UK Life Sciences Sector Prompts Efforts to Curb High Employee Turnover

The outlook for the UK life sciences sector is optimistic with aggressive hiring and employee turnover on the rise. This is causing firms to reinforce their efforts to retain top performers. We explain the talent and rewards strategies companies should think about.
 

Technical Jobs Continue to Command Hefty Pay Premiums; Here’s How Companies Can Prepare

Base salary premiums for technical vs. non-technical jobs, for both professional individual contributor and management roles, continue to climb at technology companies across the United States. However, the rate of change is uneven, which means companies must pay close attention to the market. Our article highlights where the market is moving fastest and what companies can do about it.
 

Is It Time for Your Compensation Philosophy to Evolve? We Think So.

As issues like gender pay equity and pay transparency grow in prominence, a number of companies are beginning to rethink how they describe their approach to setting pay. In our view, these new forces will eventually compel companies to rethink and rewrite their compensation philosophies. 

Why Some Technology Companies in Asia are Breaking Up Their Salary Broadbands

Creating broad salary bands is a common practice throughout much of Asia, but a growing number of technology firms are now developing narrower, more aggressive salary ranges to keep pace with the market for in-demand jobs. We explain when you should think about breaking up your salary bands, how to develop narrower ranges and questions you should ask your compensation and HR teams in the process.

To Compete for Talent, European Life Sciences Firms Burn More Equity Once Listed in the US

Life sciences companies headquartered in Europe have long used less equity compensation than their US peers. However, as more European companies list on US stock exchanges, and at earlier stages in their development cycles, a middle ground is emerging. In this article, we explore how US-listed European biopharma companies may encourage increased overhang and burn rates in Europe.
 

Tech Convergence in Financial Services Industry: Your Questions Answered

The convergence of financial services and technology has caused firms to put the transformation of their workforce at the center of their strategy. Companies are focused on exploring new ways of working, redesigning their organizational structures, evaluating their entire employee value proposition to improve engagement, and making strategic investments in new skills and technology to support this transformation. In order to compete with tech firms and with the growing popularity of the Silicon Valley approach to attracting and retaining key employees, financial firms must acknowledge that the broader ecosystem of rewarding digital talent is changing and transform their value proposition with it.

Five Ways to Get More from Your Merit Budget

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.
 

Demystifying Pay in India: How to Structure Compensation for Local Practices

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.

Fewer Technology Firms, Especially in the United States, Report Using Retention Bonuses

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.

Life Sciences Companies Increasingly Turn to Retention Bonuses as a Key Rewards Strategy

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.
 

Technology Sector Wage Growth in London Continues to Far Outpace the Rest of the UK

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.
 

Today's Top-5 "Hot Skills" at Technology Companies

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.

Today's Top-5 "Hot Skills" at Life Sciences Companies

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. 

The Era of Pay Transparency is Here. Is Your Organization Prepared?

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.

Merit Season is Over; Here are Four Ways to Measure How Well it Went

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.

As Market Realities Change, Radford’s Global Job Leveling Model Rises to the Challenge

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.

 

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