Editor's message: Knowing what your competitors are paying is often a starting point for any pay review exercise. There are numerous ways in which you can gather this information, from looking at salary surveys to speaking to consultants. However, you should be clear about what information you require, who you want to compare against and the advantages and disadvantages of the different information sources.
Sheila Attwood, managing editor, pay and HR practice
Updated to include salary data from the June 2016 XpertHR Computer Staff Salary Survey.
A reward strategy describes the pay and benefits on offer at an organisation and how it will help to meets business objectives, however, our latest research finds that less than half of employers have one in place.
Pay rises are on the cards in nine organisations in 10 over the next 12 months but, at an expected median rate of 2%, employees are likely to be underwhelmed by the level of the awards, according to our latest research.
XpertHR research into pay strategies reveals the key areas employers are focusing on in 2015.
Definition from the XpertHR glossary.
Practical guidance on how to decide the pay and benefits for a new position, including benchmarking; getting the reward package right; and taking a total reward approach.
Practical guidance on how to benchmark your pay and benefits against those of other employers, including the types of data required and using the data to implement the organisation's reward strategy .
Practical guidance on choosing a salary survey to obtain market pay data for benchmarking pay and benefits as part of the organisation's reward strategy.
This XpertHR survey examines employers' location pay arrangements and allowances, ranging from a traditional London weighting payment to market-based pay systems with a regional component.
Comparing reward packages against competitors is almost universal among the organisations responding to our survey. We look at how it is done and share tips for success.
HR and legal information and guidance relating to market-related pay.