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.

Just a few weeks ago, lots of companies looked at virtual work as something in the distant future, or only applicable to other organizations but not theirs. With COVID-19 suddenly keeping most of us out of our workplaces, organizations must now shift to virtual work to keep business going. But...

Geopolitical tensions in the Middle East have taken a severe toll in the region’s economic stability. Countries currently confronting waves of unprecedented civil wars such as Yemen, Syria, Iraq, and Turkey, along with an unprecedented flow of refugees, have achieved very minimal GDP growth in the recent years. And there...

Employers have always used salary survey data based on incumbent data for compensation management. But incumbent data is personal, not job-based. It's time to reject conventional wisdom and use a job-based approach. We have a solution.

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.

Users of salary surveys are accustomed to referring to the market data in terms of a percentile. The most common percentile of reference is the median average or 50th percentile.

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.

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.