Compensation and Incentive Analysis
With compensation contributing to the largest share of total expenses, it is imperative to ensure that total rewards programs are competitive, yet also aligned with your business goals.
Employee Cost Analysis/Competitive Compensation Dynamics: Understand the rate at which direct compensation costs are increasing and how this reflects the FTE (full time equivalent) count in the business—if your costs are higher and rising faster than your competition, then you are at a cost disadvantage, which will impact profitability.
Flexible Workforce Costs: Identify effective cost management options by analyzing where people costs can be flexed to reduce expenses or speed up revenue creation. For example, overtime spending, budgeted salary for open hiring requisitions, forecasted bonus expenses, and costs of contingent workers are all variables that can be analyzed.
Employ Movement Impacts on Compensation: Understand how entries to and exits from an organization impact the total compensation expenses.
Total Cost of Workforce: Move beyond total rewards and consider your total cost of workforce—including taxes, long-term incentives, facilities, contingent labor, and other costs—to accurately plan for the future.
Rewards and Recognition: Improve productivity by implementing employee incentive programs that recognize and reward top performers.