Blog · Page 4

Companies may be going about pay equity all wrong. In Harvard Business Review, Margrét Bjarnadóttir and David Gaddis Ross present a data-driven approach to sustainable fair pay.

Making HR more strategic involves the systematic measurement of success and employing actionable strategies.

Set the foundation for strategic HR by streamlining admin process with technology, identifying strategic levers, and fostering a people-centric focus.

HR systems play a crucial role in delivering on corporate objectives, automating processes, improving the employee experience, and reducing the administrative burden on HR.

Here are some goal-setting tips to help you and your team set goals that deliver results.

2023 was another year of growth and innovation, capped by the acquisition of pay equity leader PayAnalytics.

As end of the year approaches and the yearly compensation cycle comes to a close, it’s time to revisit the merit pay process.

As pay equity becomes increasingly important to organizations, HR leaders are beginning to look for a new approach.

The gender pay gap in the United States has begun to narrow since the passage of the Equal Pay Act, but there is clearly more work to be done.

Today, we announce that beqom will acquire PayAnalytics, a trailblazing pay and workplace equity solution provider, to make fair pay a reality worldwide.

Pay equity and transparency are hot topics globally and the 2023 EU Directive on Pay Transparency adds new fuel to the fire.

As pay equity comes to the forefront because of new regulations around the world, there is a new focus on its strategic importance.

As another year draws to a close, the great ritual of the year end performance review begins to take center stage and raise questions about best practices.

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.

Understanding what is important to employees can help us give them the experience we want them to have, and enable us to make better decisions about how to reward and motivate them.

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.