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Radford Newsletter | April 2018


Our April issue has something for everyone. We begin with a feature story exploring the new era of pay transparency and what it means for HR and compensation professionals. Up next, we explain how Radford's global job leveling methodology remains relevant in times of change. This is followed by an informative piece on how to diagnose the effectiveness of your annual merit cycle. Finally, we close with articles on rewards trends in China and tips for finding out if your sales incentive plan is functioning optimally.


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

Radford's job leveling structure is as relevant today as when it was first introduced. In fact, globalized workforces, high M&A activity, industry convergence, and calls for pay equity mean companies are turning to global leveling more often.
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.
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. We outline these tests and important questions every rewards professional should ask themselves after merit season.
With so much of sales compensation delivered through variable, performance-based means, it's important to ensure pay systems are fair, motivating and in-tune with business needs. Often, leaders rely too heavily on data-driven assessments. Asking the right questions to the right people can make a huge difference.


Approaches for Setting Fair Pay at Your Company

Pay equity has emerged as one of today’s hottest HR and compensation issues. Delivering pay in an equitable fashion across all demographic groups seems like a mammoth task; knowing where to start can be challenging. We outline four approaches to explore as you set out to create sustainable fair pay practices at your organization.

More Infographics ►


Radford UK Life Sciences Meeting
Radford's UK Life Sciences Meeting promises an action-packed meeting full of networking opportunities and discussions on the latest talent and rewards trends, new compensation data and pay premiums, and hot topics— including Brexit and gender pay equity— in the UK life sciences market.

Date: May 23, 2018
Time: 9:00 a.m. – 2:00 p.m.
Price: Complimentary
Location: Hilton Cambridge City Centre, Cambridge, UK
Register Now


Lessons in Lifting Employee Engagement in Times of Change

Improving employee engagement can pay significant dividends; research shows that increases in employee engagement are linked to revenue. Aon's latest research shows that last year's employee engagement levels rebounded to an all-time high from 63% in 2016 to 65% the following year. Although most companies continue to face disruption and uncertainty from a variety of external factors, a robust and expanding economy offers more opportunity to invest in people.

More Insights from Aon ►


About Radford

Radford partners with technology and life sciences companies to reimagine their approach to rewards, empowering them to achieve superior levels of people and business performance. Radford is part of Aon plc (NYSE: AON).
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