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Posted On: 09/12/2019 11:34:57 PM
Post# of 127221
Employers Boosting 2019 Salary Increase Budgets
How will employers reward and retain their top employees with the tight labor market?
With the tight labor market, low unemployment and booming economy, some employers are starting to reevaluate their compensation budgets in an effort to reward and retain their top employees. According to Mercer’s 2018/2019 US Compensation Planning Survey Update, employers are projecting their average total increase budgets (which includes merit and promotional budgets) to be 3.4 percent, up slightly from 3.2 percent anticipated six months ago. Notably, of the approximately 30 percent of employers projecting higher total increase budgets, changes were primarily reflected in promotional increases whereas merit increases remained the same at 2.9 percent.
http://hrexecutive.com/employers-boosting-201...e-budgets/
The top reasons cited for higher projected budgets are: greater competition for workforce or anticipated labor shortages (31 percent), change in base salary structure or competitive positioning to market (26 percent) and business performance stronger than expected (14 percent).
How will employers reward and retain their top employees with the tight labor market?
With the tight labor market, low unemployment and booming economy, some employers are starting to reevaluate their compensation budgets in an effort to reward and retain their top employees. According to Mercer’s 2018/2019 US Compensation Planning Survey Update, employers are projecting their average total increase budgets (which includes merit and promotional budgets) to be 3.4 percent, up slightly from 3.2 percent anticipated six months ago. Notably, of the approximately 30 percent of employers projecting higher total increase budgets, changes were primarily reflected in promotional increases whereas merit increases remained the same at 2.9 percent.
http://hrexecutive.com/employers-boosting-201...e-budgets/
The top reasons cited for higher projected budgets are: greater competition for workforce or anticipated labor shortages (31 percent), change in base salary structure or competitive positioning to market (26 percent) and business performance stronger than expected (14 percent).
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