Category: Pay & Reward
How to provide adjustments without breaking existing pay structures
Pay & Reward | Pay Structure | Pay Review | Reward | Pay Data | Cost of Living
Linkedin is an extremely powerful tool for engagement but it is creating new headaches for employers already struggling in a tricky market.
How to mitigate pay pressure, especially in hard to recruit sectors
Pay Fairness | Pay & Reward | Pay Progression | Pay Review | Pay Data
The current cost of living crisis is bringing with it a whole new wave of pay pressure for employers, but traditionally pay pressure can arise when you have an urgent need for hot skills.
How to utilise workforce data to inform pay fairness in your reward strategy.
HR Reward | Pay Fairness | Pay & Reward | PayLab | Advance | Pay Data
Fairness is referenced by many organisations in their pay principles, and whilst none of us set out to pay unfairly, the reality is most reward frameworks are seen as unfair by employees.
What is base pay in your organisation?
Pay Fairness | Pay & Reward | Pay Structure | Pay Review
There are many ways to manage a pay review budget and approach pay progression. However, before we start thinking about the pros and cons of those different approaches, it is important first to be clear about what Base Pay is for in your organisation.
GUEST BLOG: How tech benefits can ease the burden on take-home pay
Most of us are feeling the pinch currently - the cost of fuel at the pumps is reaching new records regularly (despite the cut to fuel duty announced by the Chancellor in the latest budget). Gas and electricity prices are soaring with a further price increase coming in October, and the rate of inflation is at a 30-year high.
Why employee engagement can ease the pressure on pay and reduce skills shortages
Pay & Reward | Employee engagement | Employee communications | Engagement
We do naturally see ebbs and flows in pay movement, and what feels heightened now, will in time be part of a wave.
The Pay Trends 2022 Whitepaper is here!
Our annual Pay Trends event streamed live on Tuesday 1st February, and we are pleased to release our Pay Trends 2022 Whitepaper to our reward community.
Maximising your pay pot spend
Pay & Reward | Reward Strategy | Pay Review | Advance
Pay review and annual bonus review are notorious for being the busiest and most pressured time for HR teams. Working through the pay review process as well as keeping a company-wide perspective can be a real challenge.
Act now to meet the changing needs of your employees
Pay & Reward | Wellbeing | Mental Health | ESG
Defining a wellbeing strategy is one of those things that people say is a priority, but it does not always happen – indeed, a recent report by Mercer showed 48% of executives rank employee wellbeing as a top workforce concern, yet only 29% of HR leaders had a health and wellbeing strategy.
The Top Ten Things You Need to Do Now to Remain Competitive
Pay & Reward | Pay trends | New Year | Reward | Employee Experience | Recruitment
The Great Resignation is impacting organisations across the globe, and as an employer, there are certain things that you need to be doing to remain competitive in the current marketplace. The Innecto team have pulled together their top ten sustainable suggestions that won’t break your internal systems and will support equality and fairness.
Location-based pay frameworks: where do we go from here?
Pay & Reward | Pay framework | Flexible working | Global talent | Pay Structure | Remote Working
Traditionally, many organisations have had regional-based pay frameworks, and home-based workers were more likely to have a national reference point for pay, but what about now, when the pandemic has firmly thrust the idea of home-based working into a reality? Justine Woolf explores the potential future of location-based pay frameworks.
Reframing reward post-COVID: create a foundation for recovery and growth
Motivation | Pay & Reward | Organisational Design | Reward Strategy | Performance | Wellbeing | Covid-19
Moving from reactive to proactively assessing current state against the future aspiration will place HR in control and will enable space to create a compelling, effective and sustainable people strategy that can support the business to transition from the recovery phase to the growth phase. Sarah Lardner explains how.