Jon Moores’ Post

Renewable energy is no longer an alternative energy, it is very clear now that this is where everything will lead to! Join our #RenewableEnergy survey and know the industry trends. #WTW

At Korn Ferry we regularly hold discussions with clients about hot topics which they are grappling with - such as How to Manage Reward in Challenging Economic Times. We're gathering views from a range of sources to try and understand the variety of approaches which companies are taking - so that we can share that with the wider market. If you'd like to contribute - and then also see what others are doing, then you can submit your views here: https://lnkd.in/ep6VhUeF

The latest survey on 'Managing pay in challenging economic times' closes soon but there is still time to take part. Results and thought leadership on this topic will follow.

It's our second topic in the initiative to leverage our networks and offer insights and discussion into reward in 2024. Click below to take part and understand more about 'managing pay in challenging economic times' .

🔎 Welcome to Data Friday 🔍 This month, we’re highlighting SLCP’s key findings for 2024. 📊Our data reveals that on average, facilities involving stakeholders had fewer legal flags than those that did not include stakeholders in their goal-setting process. This gap becomes even more significant when examining wages and benefits. ✅ These findings suggest that facilities that engage stakeholders (such as brands or manufacturers) in setting social and labor objectives are more likely to establish and maintain better working conditions for their workers.   💡Learn more about the importance of stakeholder engagement in the factsheet here --> https://lnkd.in/g7uSi2rq #SLCPDataFriday #DataInsights #SocialCompliance #AuditFatigue #Sustainability #SupplyChains

How Data Analytics Enhances Workers' Comp Benchmarking 📊 Compare Performance: Use data to benchmark your workers’ comp performance against industry standards. 📈 Identify Gaps: Identify gaps in your current workers’ comp strategy by comparing your data to competitors. 🛡 Continuous Improvement: Benchmarking helps drive continuous improvement by showing where your organization stands in relation to others. 📋 Actionable Insights: Gain actionable insights that lead to better decision-making and cost savings. 🌟 Competitive Advantage: Data-driven benchmarking gives you a competitive edge by improving overall workers' comp efficiency.

One big thing: Only 18 percent of companies feel ready for pay transparency, according to our inaugural North America Pay Transparency Readiness Study, released today.   Why it matters: Whether an organization has employees in a location that must comply with new pay transparency laws or not, expanded pay transparency regulations are changing how companies administer and communicate compensation programs.  “More than half the U.S. population lives in places with some form of pay regulation,” said Kelly Voss, head of rewards and career advisory, North America, at Aon. “This, coupled with the growing compliance concerns and the social movement toward pay transparency, is spurring more employers to act and become transparent with their total rewards strategies. Those organizations that are out in front will have a more compelling employee value proposition. This will not only increase engagement among their current workforce but will be more attractive to prospective employees.” According to the survey, respondents plan to focus their energy over the coming year on pay transparency strategy development, pay equity analysis, and job evaluation and job architecture.   By the numbers: 63 percent of companies do not communicate salary ranges to employees. Only 51 percent of companies currently have conducted an independent pay equity analysis. 69 percent of companies do not have a pay transparency communication strategy.

Aon’s 2024 North America Pay Transparency Readiness Study is live! Download these exclusive research findings, featuring more than 600 of your peers, to navigate the complex and evolving pay transparency landscape: https://aon.io/41kith5

Aon’s 2024 North America Pay Transparency Readiness Study is live! Download these exclusive research findings, featuring more than 600 of your peers, to navigate the complex and evolving pay transparency landscape: https://aon.io/41kith5

Aon’s 2024 North America Pay Transparency Readiness Study provides invaluable insights from over 600 HR and rewards professionals, offering a comprehensive view of how organizations are navigating the growing complexity of pay transparency regulations. This study is designed to assess the preparedness of North America-based companies in responding to both local and global pay transparency mandates. It delves into key areas such as: • Identifying the critical drivers behind the heightened focus on pay transparency issues; • Crafting and executing effective communication strategies for pay transparency; • Understanding how organizations are presenting pay ranges during recruitment processes; • Highlighting the importance of a robust, data-driven job evaluation methodology. With these insights, Aon helps businesses stay ahead of regulatory changes and make informed decisions in an increasingly transparent pay landscape.