1、 1Compensation Best Practices ReportData and insights to support best-in-class compensation management in a year of Table of 2IntroductionHighlightsReadiness for the futureBusiness performanceHR prioritiesCompensation prioritiesCompensation teamCompensation technologyCompensation maturityArtificial
2、intelligenceMetrics and reportingSpotlight on the labor marketLabor turnoverTensionCost reductionsOutside laborFair payPay increasesJob descriptionsSalary dataCompensation strategyFormal approachComponentsMarket strategyPay structuresJob architectureCompensable factorsShift differentialsPromotionsRe
3、mote workSkills-based hiringDEI and pay equityPay transparencyPay communicationsVariable pay and benefitsMethodologyAbout Payscale3455689111214182021222324252636374242444547484951535660626570727682IntroductionThe 2025 Compensation Best Practices survey gathered 3,595 responses from NovemberDecember
4、2024 with a completion rate of 55 percent.A breakdown by company size,industry,and other firmographics is available in the methodology at the end of this 3If 2024 was the Year of Retention,in which a precarious economy presided over a stagnant labor market,2025 might be labeled the Year of Contentio
5、n,in which the labor market is poised to heat up in a year of deepening political divide and widening wealth inequality,leading to a potential wave of resignations and a scramble to adjust compensation to retain top talent.In addition,organizations are pulling back on pay equity analysis(57 percent)
6、compared to previous years(62 percent),even if they ostensibly havent abandoned diversity,equity,and inclusion(DEI)programs.We are also seeing a reduction in organizations publishing pay ranges regardless of whether it is required by law(56 percent compared to 60 percent last year),even though more
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