Imagine if you will, survey data that spans thousands of the world’s most innovative organizations, includes millions of incumbents, and provides comprehensive job coverage across all business functions. Now, pair that with in-depth expertise and deep market insights delivered in a way that lets you explore and analyze data dynamically. Sound interesting? Let us show you how Radford data empowers HR and compensation professionals hire, retain and engage the talent they need to fuel growth. Simply put, it’s time to rethink the status quo and data makes it possible.
Benchmarking pay and understanding market positioning is critical in attracting talent, retaining key employees, and engaging your workforce. Radford delivers access to one of the largest, most robust sources of pay intelligence available. With this, HR leaders can pinpoint and create precise analyses across industry, demographics, and regions to ensure market competitiveness. See why thousands of technology, life science, retail, gaming, media companies rely on our data to power annual compensation decisions.
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Beyond delivering fresh and accurate compensation data, we provide HR leaders with deep insights into practices like global trends in salary increases, incentive plan design, pay for interns and new graduates, as well as leave and allowance policies. Paired with our compensation data, you’ll get a holistic total rewards picture equipping you to master strategic people-related decisions.
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Today’s workforce is looking for more than just pay. They expect benefits and perquisites that are both competitive and personalized. To meet this shifting paradigm, firms must establish programs that set them apart and address wide range of societal issues. As HR leaders reframe the employee value proposition and total rewards strategy, having access to global and cross-industry trends is an essential component. Our tools will support you every step of the way.
The future of rewards is being built before your eyes, and the key ingredient is people analytics. The only question left to ask yourself is this: Will your company take part in this sea-change and reap the advantages of an analytics-driven approach to HR strategy, or not? If you want the answer to be yes, then it's time to talk to Aon.
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