With a merit matrix, employees who are currently positioned towards the bottom of their salary band will receive larger percentage increases than those who are already at the top, helping to close pay gaps and standardise pay across the organisation.
Enter the calibration session: a crucial moment where managers come together to compare and review the performance ratings they’ve given their reports, ensuring they’re consistent and fair. We’ll talk more about the importance of calibration sessions — and our tips for running them successfully — in this article.
In this article, we’ll explore the importance of transparency around total compensation, especially in the context of the EU Pay Transparency Directive.
Well, the best time to start preparing is right now. Here’s everything you need to know, including the directive’s purpose and key requirements. We’ve even included a step-by-step list of what you need to do.
In this article, we’ll discuss an alternative compensation model that rewards employees directly for their contributions to the organisation: skills-based compensation. Read on for the pros and cons and our tips for implementation.
In this article, we’ll explore the practicalities of implementing open salary bands, from the different levels of transparency you could opt for to the benefits of opening up about your salary structure. We’ll also share our top tips to help you navigate the process of introducing open salary bands — which is a big transformation for many organisations.
In this article, we explore why compensation analytics and reporting will become essential tools for ensuring compliance and fairness in the pay transparency era. We’ll also share some best practices for effective communication with employees about compensation under the new rules.
In this guide, we’ll show you how to set up your systems and processes so that every compensation decision is based on consistent, logical guidelines — and not intuition or subjective opinions.
In this article, we’ll share some concrete actions employers can take to break down the systemic, cultural and practical barriers that keep women earning less than men.
In this article, we’ll discuss the many problems with relying on ‘potential’ for decisions about employee pay and progression — especially in the context of the upcoming EU Pay Transparency Directive.
Read on to learn how a strong job architecture will be key to compliance with pay transparency legislation.
In this article, we’ll argue that compensation is too important a function to be handled by a one-size-fits-all solution like an HRIS.
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