Current Economic Climate and Impact on 2022
2021 has been a year of surprises in administering employee compensation programs. Among the changes and challenges in 2021 are the following:
These factors has led many to rethink past and current compensation strategies as we move into 2022.
One topic that has garnered a lot of awareness in Human Resources is employee well-being. For several years, Deloitte’s annual Global Human Capital Trends survey has acknowledged a growing concern surrounding employee well-being and how well-being affects employers.
Diversity, Equity, and Inclusion (DEI) are topics we cannot ignore. Recent events have made it clear to businesses and organizations that there is a need for everyone to take an internal review of their DEI practices, and strengthen as appropriate.
The “Gig Economy,” or freelance work, has grown tremendously in the last four years. The gig economy is often, but not always, based in technology.
Around the middle of the calendar year, we here at Astronology® like to reflect on 2019’s changes that federal and state governments may have already made, or intend to make, that impact Human Resources.
Accurate, relevant, and timely wage survey results help tremendously when effectively benchmarking your organization’s compensation structure. For many organizations, the task of participating in (or even sponsoring) a salary survey is tedious, and often time consuming.
At the beginning of 2018, the US Department of Labor (DOL) announced an increase in the civil penalties for certain violations of the federal Fair Labor Standards Act (FLSA).
With new members in place, the National Labor Relations Board (NLRB) has been busy reviewing policy. Three of the five members of the NLRB are from the current president’s political party, continuing a trend that has existed in previous presidential terms.
Guest article from Ashley Smith in behalf of Ready to Work Business Collaborative.
The Skills Gap From 30,000 Feet
‘The ‘‘skills gap’’ in the United States is serious” and “the land of opportunity” is its fundamental promise!’ McKinsey reports that ‘40% of American employers say they cannot find people with the skills they need’.
Without a prompt and visible response, even the best designed employee opinion survey or exit interview process will fall prey to employee cynicism.
