Blog · Page 3

As HR leaders, we all want a high-performance culture. But what does that actually mean, and what is preventing companies from building these pillars?

Compensation is often an organization’s largest expense, so cost optimization is always an issue when it comes to evaluating rewards programs.

The groundbreaking work of Claudia Goldin has opened our eyes to the realities and drivers of gender pay inequity. Her Nobel Prize in Economics leads us to ponder, what's next?

As we continue our series on building a high-performance organization, we look at some creative approaches to total rewards to support today’s performance model.

Establishing pay equity within a company goes beyond merely setting a pay scale and generating reports. It requires intentionality, commitment, and a thoughtful review of your HR processes.

As we continue our series on building a high-performance organization, we look at how to create a more people-centric culture based on continuous feedback and timely rewards.

Traditional approaches for measuring and managing culture in financial institutions have done little to predict and prevent bad behaviors and outcomes. A new approach is needed.

A high-performing organizational culture is key to success. Technology based on a new employee-centric model can help you move your business to the next level.

Learn how compensation analytics can help to keep costs in line with revenue to maintain a healthy, profitable company.

For organizations striving to attract workers and create a thriving and inclusive workplace, encouraging diversity, equity, inclusion, and belonging (DEIB) is a critical imperative.

While there are many benefits to pay transparency, it's not always easy to achieve. The right tools and strategies can help to make pay transparency a reality.

See how you can apply AI to transform your rewards management to efficiently and effectively attract and retain top talent, improve productivity, and increase employee satisfaction.

Learn why HR practitioners are challenging traditional system-focused performance management and adopting more people-focused management styles.

Bring greater efficiency and a better experience for all stakeholders to your next comp cycle by viewing your post-mortem through three lenses: people, process, and technology.

Normally take compensation very seriously, but in honor of April Fool’s Day, here's our not-so-serious take on some of your favorite compensation vocabulary terms.

Gender equality is a fundamental human right; here are six key ways that HR systems can support women's equality in the workplace.

Since beqom acquired performance management company Our Tandem, we’ve been working hard to integrate our offerings and bring the best of our worlds together for our clients.

Here at beqom we pay a lot of attention to gender pay equity, as many companies still wrestle with how to identify and remedy their pay equity issues.

The very nature of the idea that we can manage anybody else’s performance is probably misleading at best. So where do we go from here with performance management?