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By: Juan P. Garcia Organizational Research Services Director

Take a Chomp Out of Your Comp!. EMPLOYER OF CHOICE Total Rewards, Trends and Plan Design. By: Juan P. Garcia Organizational Research Services Director. Total Rewards, Trends and Plan Design. ABOUT THIS PRESENTATION Plan Design & Compensation: Top-line trends Overall Trends

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By: Juan P. Garcia Organizational Research Services Director

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  1. Take a Chomp Out of Your Comp! EMPLOYER OF CHOICE Total Rewards, Trends and Plan Design By: Juan P. Garcia Organizational Research Services Director

  2. Total Rewards, Trends and Plan Design • ABOUT THIS PRESENTATION • Plan Design & Compensation: Top-line trends • Overall Trends • Market Movement • Industries • Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy • General Framework • EG’s Employers of Choice Model • Check-off Inventory • Sample Case • EG’s New Online Compensation program

  3. Total Rewards, Trends and Plan Design • Plan Design & Compensation: Top Trends • Tops Trends • Soft salary increases • Relying on soft employment levels & low turnover • Rebuilding / Overhauling existing plans • Evaluating other employee costs, pension, leaves, etc. • Spending more on performance management tools • Recalibrating payouts; Executive Compensation

  4. Total Rewards, Trends and Plan Design • Plan Design & Compensation: Top Trends • Top Trends - continued • Internal Equity and Alignment • Upgrading Job Descriptions • Concerns for Federal Contractors re employment Practices that lead to Compensating Disparities • Concern on new minimum wage: • 1% of employees earn less than new min; 5% earn between $9 and $10 • non-profits, 3% are below new minimum, 7% earn between $9 and $10

  5. Total Rewards, Trends and Plan Design • Market Movement, Increases & Employment

  6. Total Rewards, Trends and Plan Design Plan Design & Compensation: Top Trends Industry Trends: • Manufacturing: Soft increases, 3%, OT on the rise, “is better than adding staff” • Finance, non-banking sector: Above average increases, 3.7%+, aggressive bonus plans, 70% percentile • Non-profits: Transparency, especially with executive pay, very receptive to internal pay equity, managing hours of part-time employees • Services: Recalibrating performance management and compensation plans • Hospitality: New minimum wage, wage compression concerns, part-time employees, training costs • Sales: Recalibrating commission plans; as economy improves, payout and thresholds are being examined

  7. Total Rewards, Trends and Plan Design Plan Design & Compensation: Top Trends OVERALL: • On existing Talent: • Moderate Increases likely to continue into 2016 • Retain and train • Invest to develop existing skills • Address current needs • On New Talent: • Wait-and-see regarding adding to payroll ranks • Higher salaries are causing wage compression

  8. Total Rewards, Trends and Plan Design Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy • Best Places to Work & Employers of Choice:

  9. Employers Group: Employers of Choice Model

  10. Total Rewards, Trends and Plan Design • Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy From WorldatWork, Total Rewards Model

  11. Total Rewards, Trends and Plan Design • Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy

  12. Total Rewards, Trends and Plan Design Building Blocks, Compensation & Benefits: Key Foundation of a Total Rewards Strategy How to rebuild or build a basic program - Checklist: • Where is your plan vs. key measures, market? • 60% of companies have no salary ranges, they run on pure market pricing • Has the plan been maintained? • Internal alignment: Is it defendable? • Acknowledge jobs with multiple areas of responsibility • Performance Management program: Include clear performance measurements

  13. Total Rewards, Trends and Plan Design EG’s Survey Program • Effective 2013, program has been converted to an online model • Features: • Personalized Survey Libraries (2009- ) • Complete Access to all Survey Data, Comp & Benefits • Online comp market analysis • Quarterly Updates based on market movement • How to enroll? Upload your data: • (a) Match jobs to EG (b) EG will do match for you • System Enhancements • Allow users to enter non-EG market data – Q2, 2014 • Benefit Cost Assessment Analysis – Q3, 2014 • Job Evaluation System of all EG Jobs – Q4, 2014 • Consulting Program: Comp Administrative Modules

  14. Total Rewards, Trends and Plan Design • Enrollment into EG’s New Compensation Online Portal: egsurveys.net Enrolled • your email • your current password New • your email • passwords: blueie (My EG Compensation Page): blueie If you did not select this as your PM Breakout, please see me after the presentation.

  15. Total Rewards, Trends and Plan Design

  16. Total Rewards, Trends and Plan Design • EG Compensation Tools: • 2014 Budgets and Economic Trends, http://www.egsurveys.net/hr-budgets/ (Reg. $295) • Employer Healthcare Benefits Survey, http://www.egsurveys.net/health-benefits/ (Reg. $395) • This PowerPoint Presentation • Site Tour

  17. Total Rewards, Trends and Plan Design Thank you!!! Juan P. Garcia 213.765.3969 jgarcia@employersgroup.com

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