Research Reports

In poll after poll, large numbers of HR professionals and top managers report their organizations are striving to ensure that every reward dollar counts while supporting business goals.
To accomplish this, they’re adopting new pay programs and reviewing existing ones to see whether those programs can be re-designed. Here are some of the most recent research findings:

PFP bonuses are especially attractive. Recent research at Cornell University shows that raises slightly improve performance, but offering more money in the form of a bonus can improve job performance by almost 20 percent.

Employees are unhappy with their comp plans. In a recent survey, over 75 per cent of 5000 employees responding expressed dissatisfaction with their companies’ compensation plans.

Pay rewards are being beefed up. The need to attract top talent is causing companies to increase the rewards they offer. A Salary.com survey of US employers reveals that 38% of them are paying higher wages for the same positions compared to last year.

PFP is getting nipped and tucked. Another major survey revealed that over 80% of responding benefits professionals say they’re redesigning their comp programs to improve employee attraction, motivation and retention.

Is designing a pay-for-performance program that works—and works well for a long time—as complex as it seems? No, says Schuster-Zingheim Associates, whose common-sense strategy you’ll find in this new IOMA Research Report.

You’ll also learn how to implement merit pay increases without breaking the bank, in an article featuring the findings of Sibson Consulting. They show how changes to pay practices and protocols can be used to make employees feel that they’re getting more attention, a key to linking pay and performance.

Among other articles, you’ll also learn about the common stumbling blocks that can cause the best-intended pay for performance plans to fail—and how to avoid them.
The report also includes numerous charts and figures that will help you get on the path to improved PFP programs for 2007—and beyond.

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Click here to review this report's Table of Contents and Introduction.