The last time I blogged I wrote about the findings from two pieces of CIPD pay research. The first was the CIPD’s survey Employee attitudes to pay, which was released just before Christmas.
The research explored what happened to employees in pay terms in 2010 and then asked them for their 2011 pay and bonus predictions for. If you’ve not looked at the survey report already, I strongly suggest that you do as the findings will have implications for your current pay review.
Related to this research was another study that the CIPD launched for members just after Christmas, this was our Pay Review Process Guide. Too often, studies in this area have just focused on the outcomes of salary and bonus reviews rather than looking at the processes underpinning these decisions.
The pay review is a crucial decision that can have so many consequences for the organisation, so it’s important to get it right or at the very least not get it wrong. In addition to the Guide (which is free to download for members), the CIPD’s reward forum is holding a half day event focusing on this issue on 1 March 2011.
We’ve got great case studies. Scottish and Southern Energy, McDonalds’, Specsavers and Shell looking at different aspect of a pay review, including executive and global. If you’ve got a pay review coming up then I recommend that you look at our Guide and try and attend our event.
Download the CIPD GuideDownload
Since I last wrote for the CIPD’s reward blog, we have released another piece of fascinating research; this one looks at employee attitudes to pensions. This survey finds that almost two thirds of private sector employees are not in a workplace pension. This figure shows the size of the task many firms will face as the 2012 pension reforms are implemented. Given that most private sector staff are not in a pension scheme currently it’s not too surprising that most of them don’t care whether their next employer offers a pension.
The positive story from the research is that there is much firms can do to encourage their workers to join a pension scheme and to value and appreciate the benefit spend. The issue facing HR over the next few years is helping their business accommodate the increase in payroll costs as they see pension membership rise from 35% to around 90%.
The study also looks at the public sector and finds a surprising amount of ignorance among workers about their pensions. If you’ve not looked at the report you can download it here.
Download the CIPD report
Not only do we carry out this research to help you to do your work more effectively, we also carry it out to help inform our responses to government consultations. This helps ensure that the government knows what the implications of its proposals would be on people management and reward practices.
Finally, please make your views count by completing our annual Reward Management survey. Now in its tenth year, our survey is the leading survey of its kind in the UK and is regularly quoted in the media and showcased on conference platforms. Don’t miss the opportunity to help us influence the profession, leading employers and Government. It’s also an opportunity for you to reflect on the success of your own reward approaches.
The 2011 annual Reward Management survey will not only provide data for benchmarking but will also tackle topical issues that are high on the priority list of many organisations.
Complete the survey
A trackback is a method for Web authors to request notification when somebody links to one of their documents. This enables authors to keep track of who is linking, and so referring, to their articles. Some weblog software programs, such as Wordpress, Drupal and Movable Type, support automatic pingbacks where all the links in a published article can be pinged when the article is published. The term is used colloquially for any kind of linkback.