What happens now? It's the question on all our minds as the country slowly slides out of lock down. Do we stick with remote work? If so, how do we price our jobs? And what about the complications of hybrid organizations? Most of all, what's everyone else doing, and how can we learn from them?
The major consulting firms have started to offer context and even some practical insights that can be helpful for all of us. Here's a roundup of recent useful resources from the key firms.
A report on U.S. talent trends is available from Mercer. It seems that many companies have learned they need to be more flexible in this world of remote work that we are birthing, but the number (48%) is not as high as I would have expected. Nor is the number of companies reporting that they need to reskill (40%) or rethink performance data (37%) as a result of the curve ball that Covid threw our way. So it looks like we weathered the storm without catastrophe, although there are shifts in direction.
The Covid world has--not surprisingly--energized the need to understand and plan. I would have expected these recent numbers on HR analytics to do lists to be lower before Covid: 48% plan to do workforce planning/modeling; 47% plan to improve analytics of learning/skill acquisition; and 45% plan to improve their insights into and data on pay equity. Analytics will continue to grow in importance as a fundamental of Human Resource practice, so take a look at the rest of these findings.
If you are in the group that has to improve your support for remote working or a hybrid organization, Aon|Radford's resources will be helpful for you. They walk through a case study of a company deciding whether they need to change job pricing as a result of increasing remote work. One of the insights: "While the talent pool is becoming broader and more fluid, most companies still target compensation based on geographic pay zones."
And if you are in the group where remote working worked so well during Covid that you are sticking with it, or maybe even expanding on it, Willis Towers Watson has an article with a framework for work design so you can analyze, and plan for, what can be done remotely--and reward appropriately.
Margaret O'Hanlon brings deep expertise to discussions on employee pay, performance management, career development and communications at the Café. Her firm, re:Think Consulting, provides market pay information and designs base salary structures, incentive plans, career paths and their implementation plans. Earlier, she was a Principal at Willis Towers Watson. A former Board member for the Bay Area Compensation Association (BACA), Margaret coauthored the popular eBook, Everything You Do (in Compensation) Is Communications, a toolkit that all practitioners can find at everythingiscommunication.com. She is a member of U.S. Masters Swimming.
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