Salary surveys can be expensive, so why bother paying for them every year? If you operate in developing country markets, relying on data that is outdated could be a fatal mistake. Developing markets are more dynamic and updated data is a requirement to remain competitive. Birches Group has built a...
Birches Group Community™ is an integrated talent management solution that’s simple to use and brings clarity around the value of work. We fuse job design and evaluation, compensation management, skills development, performance management and consulting to bring order to your business.
If you work in international HR, you know how important market data is for the management of your international operations. Finding reliable data in all of your countries is undoubtedly a challenge.
Now more than ever, employers need to focus on their competitive position to attract, retain and motive staff. It usually starts with buying a salary survey, but then what? This post outlines the top ten steps to follow to achieve a robust and competitive compensation approach.
My business is focused on advising employers on how best to structure their compensation and benefits programs in developing and high-growth markets. We have a particular expertise in Africa, where our compensation and benefits surveys cover all 54 countries.
More and more companies are consolidating operations into regional centers, using a base in one country to manage businesses in multiple markets.
One of the most important steps in deciding on a salary survey is identifying which other employers are included as participants, and their relevance for your company.
Employers use salary surveys to measure the market and remain competitive. But making such a comparison can be quite difficult, even misleading.
A Special Measures Policy is a way to assist managers and staff when a crisis occurs. The policy outlines what the company will do when certain uncontrollable events occur. Read more to learn about our recommendations.