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
We investigate the principles that guide organisations' reward offerings, and look at the various reward activities that will be undertaken over the coming year.
Practical guidance on how to use pay data from a salary survey to benchmark pay and benefits as part of the organisation's reward strategy.
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.
The Principality Building Society introduced a market- and performance-related pay and grading structure following a comprehensive job evaluation exercise. This case study looks at how this was implemented
HR and legal information and guidance relating to market-related pay.