The 10 best compensation trends to monitor in 2018

Here are the ten best compensation trends we predicted to influence the human resources industry in 2018. All these trends represent longer-term changes in the compensation that HR professionals should continue to monitor.

Do you want to see the ten main trends we follow in 2017? Read the previous publication in this series.

1. The role of HR in the organization will change

\”The employees are becoming human resources consumers and HR is to see a change in their administrator role to the service provider \”. – Stacey Harris, VP, Research and Analysis in Sierra-Cedar, Sierra-Cedar 2017-2018 HR Systems Survey

In 2018, HR and compensation professionals must reconsider how their roles fit and Responsibilities. The general experience of employees. Self-service offers and increased service in HR will become the newVar normal organizations, and the best class organizations will begin to bring their human resources leaders about employee service services and satisfaction metrics.

2. HR Prioritize the employeexperience to promote participation

\”Instead of focusing closely on commitment and culture, many leading organizations aim to improve the employee’s experience as a whole \”. – Josh Bersin, founder of Bersin by Deloitte, the experience of employees: culture, commitment and beyond

Focusing on the full experience of employees, instead of considering the participation of Employees or independent initiatives of corporate culture, will allow HR to deliver real and measurable results in 2018. Instead of trusting employment surveys once-per year, the most successful human resources departments will take advantage of score assessments ofNet promoters of employees in progress to track their progress in real time.

3. More interested will influence compensation decisions

In accordance with our 2017 Outlook Compensation Survey, almost 50% of organizations have 2 or more people involved in Decisions on the compensation structure, and more than 60% have 2 or more people involved in decisions. About compensation budgets.

As more managers, recruiters and HR trading partners bind to the compensation discussions, compos professionals should adjust how they plan and budget to explain a new diversity of inputs. Changes in the Landscape of Compliance, such as the prohibitions in the investigation of candidate salary stories during the interview process, it will mean that powerful training programs and always Evolutiv will be requiredYou must keep updated to these organizational stakeholders.

4. Communication and enabling will enhance managers to do more

Only 42% of respondents to our 2017 Outlook Compensation Survey believes that managers in their organizations are Capable of having effective compensation conversations with their employees.

123] Sign up Mollie Lombardi Research Partners, \”We ask him To [managers] the key translation point between the commercial strategy and the employee’s activity of the day to day \”. In compensation, this often means asking the managers to do the heavy lifting.g around the communication of the composition strategy to the organization. Successful compensation professionals will seek to close the existing gaps in the knowledge of managers and their ability to communicate effectively.Obre the payment in 2018.

5. Compensation awareness will pay dividends

Research research Research Partners shows that when organizations make equity pay a priority, they enjoy 13% more High employee commitment and have 19% more chance of exceeding the average industry productivity levels.

In 2018, HR and compensation professionals must rewind the payment capital discussions around the commercial results to promote action. The equity of payment is a critical part of the general experience of employees, and making equity saving a priority can positively affect the bottom line of an organization. With an investigation that shows that less than half of all organizations currently have a formal process to address payment equity, this work will begin simply putting a process instead.

6. NOrteeww employment will emerge to support the Economy of the AI \u200b\u200b

Gartner estimates that by 2020, artificial intelligence will eliminate 1.8 million jobs, and will create 2.3 million jobs.

In the new AI-Powered the economy, HR will be challenged to recruit and retain roles that did not even exist a couple of years ago. In 2018, compensation professionals should carefully think about how to record the emerging hot work competitively that AI will create.

7. Hot works will continue to exceed the stagnant annual increases

75.2% of respondents to our National Salary National Budget Survey 2017-2018 is not planning any change in their increase budgets Salaries from 2017 to 2018.

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Annual salaries increase budgets have been maintaineddo plans by 3% During the last years, and most of the compensation professionals are forecast any change in 2018. But the salaries of hot works, such as those who drive the economy of the AI, are growing at a rhythm Too much faster. As the Tent Talent remains scarce, which means that professional HRLOS will face an important recruitment and budget challenge in 2018. 8. HR specialists will replace the general roles in accordance with the Sierra System Systems survey 2017-2018 -Cedar, more than double the organizations are looking to add subcount in the specialized HR roles as recruitment, learning and development, and human resources analysis. that the generalist roles of HR. The HR department of the best class in 2018 will focus, analytical and highly specialized. With 22% of the great organizations seeking to decrease the future recount in the ROHR generalists, HR professionals should focus on developing valuable and specialized skills that complement their previous general experience to grow their careers. 9. Internal development will be key to retention and driving performance \”[employees] are not resistant to development opportunities that are not necessarily up, as long as there is a clear line of vision between the opportunity. And and its eventual growth professional \”. – Lisa Buckingham, EVP and Director of Human Resources, Brand and Communications Officer in Lincoln Financial Group, Generation ‘D’ Superior Talent Retention in 2018 will require organizations to think less linearly on the progression of the race, and invest in tools That help map non-traditional professional roads. To feed this change, HR and compensation professionals must develop intelligent internal architectures that can identifyIFICAR Easily jobs with years of experience, skills and competences required similar through families and work functions. 10. The independent AI will not have a role in HR-AI will only work if it is integrated into workflows \”without solutions that infuse the AI \u200b\u200band the learning of the machine in existing HR workflows, human resources doctors will be Hambrung for the data science requirements of such applications. HR professionals should not have to hire data scientists to involve AI in their businesses, AI should come to them completely furnace and ready for use \”.- Chris Knize, Senior Products Manager at, now is time to invest in AI technology, since artificial intelligence becomes more common in human resources applications, HR professionals must determine which solutions will have a greater impact on your business.In 2018, focus on the AI that is fully integrated into existing HR workflows will allow HR to take advantage of your AI investment and easily integrate the promising new technology into your daily tasks.