Today’s dynamic global economy and volatile business conditions are forcing organizations to address challenges head on. This means they can no longer manage their people, processes, and technologies ad hoc. To thrive in this environment, companies must be able to anticipate trends and risks while proactively managing them. A comprehensive compensation strategy is an important component of any human capital management plan that enables an organization to attract and retain skilled workers while balancing its budget. In addition, it helps the company identify key performance indicators (KPIs) for measuring employee effectiveness and establish a clear link between pay and performance. From our review of the top executive compensation consultants, here are the top trends in compensation consulting in 2022:
The term managing talent is a misnomer in the sense that it is not about managing people, but managing the relationship between people and the business. Successful talent management requires organizations to understand the skills and competencies required for the future, evolve the business strategy for the present, and design appropriate talent models for the present. With the increasing demand for skilled workers, talent management has become a very expensive exercise. Organizations spend significant amounts on hiring, training, and retaining the best talent, especially when the supply of available talent does not meet the demand. Additionally, in today’s digital economy, organizations are increasingly competing for talent with a range of enterprises—from fintech startups to global tech giants with a large reserve of cash.
As competition grows and technology makes more data available to an organization, decision-making is increasingly being done based on facts and data. This has become even more important in this era of GDPR compliance, where an organization’s ability to handle data responsibly has become a differentiator. In the area of compensation, data-driven decisions are important for the following reasons: This means that decisions on the levels and components of compensation, as well as the selection of KPIs, must be data driven. The decision-making process must be traceable and transparent, which is the only way to ensure compliance with the law and the best practices of your industry. Analytics are one of the best tools for data-driven decision-making. The information retrieved from compensation analytics can be used to make informed decisions about the following:
Automation and robotics in HR
The HR function has seen a significant transformation due to automation and robotics. The role of the HR manager has evolved from being a manager of people to a manager of processes. In this scenario, it has become crucial for organizations to understand the difference between automation and robotics. This distinction is important because while automation is currently being used to improve efficiency and productivity, robotics is expected to replace humans in the future, even in fields where it might seem impossible today. Automation is the process of using machines to perform tasks that would otherwise have been done manually. Robotics, on the other hand, is the use of machines to perform tasks that normally require human action. Automation is helpful in the HR function because it helps companies keep track of employee records, and it saves time and money. Robotics, on the other hand, is helpful in the HR function because it can perform tasks that are difficult for employees to perform, like analyzing data and detecting patterns.
Mergers and Acquisitions
As organizations go through mergers and acquisitions (M&As), they need to integrate the human resources systems of the acquired business and their own people management systems. This transition often leads to challenges and the need for change management. M&As are important and impactful events in the life of a company. They create opportunities to generate new revenue streams, expand a company’s presence, or increase its market share. At the same time, they also create challenges. They require companies to integrate the operations of the acquired business with their own operations. Mergers and acquisitions can be classified into two types: When two companies decide to enter into a merger, they have a shared vision for the future. They will have a combined management team, and the two companies will be under one roof. When two companies decide to enter into an acquisition, they will have independent visions for the future. They may decide to keep their operations separate, but they may also choose to integrate their operations.
Employees as consumers
As organizations become hyperaware of the changing consumer landscape, they are increasingly looking at employees as consumers. When an employer treats its employees as consumers, it provides them with the tools to make informed decisions about their pay and benefits. This helps the organization identify the following:
As businesses continue to evolve, so do the challenges that they face. Companies need to remain agile to succeed in this dynamic environment. As they do so, they must focus on strategic business outcomes while balancing the human capital needs of their employees. In order to do this, organizations must adopt a culture of continuous improvement. They must be able to anticipate trends and risks while proactively managing them. This can be achieved through a comprehensive compensation strategy.