In this quasi post-Covid period, with many employers still grappling with the challenges of operating in a widely changing employment environment, we have seen a regular appearance of media articles encouraging employees to seek new roles outside their current employer. The implied suggestion is that this is the only way in which employees can expect to get any reasonable increase in remuneration. Employers will need to manage the expectations created by this discussion.
Bonus and incentive payments linked to organisation and individual performance and contribution, have long been a feature for a large proportion of executives across all industries. How have those payments fared during the Covid crisis? We draw on the MHR Global September 2021 pay survey to answer.
In the past 18 months COVID-19 has become something of an ever-present factor in all aspects of life in New Zealand and globally. The question many employers are now facing is whether to continue policies which were designed to cope with reduced income and funding, or are we now at the point where the constraints imposed by Covid-19 need to be lifted. MHR Global’s latest survey of pay rates may have an answer.
There is widespread recognition that Covid-19 has posed substantial challenges in both the public health and economic arenas. At least part of that economic challenge is focussed on employment and employee management, with many employers taking difficult employment decisions to cope with lower income and funding. We examine these perceptions in the light of the latest MHR Global salary survey results.
The current public debate about the merits – and morals – of the pay increase awarded to the Chief Executive of Fonterra also highlights another significant element of pay practices […]
Initial results from the September 2015 MHR RemData Remuneration Survey suggest that the levels of pay increases being awarded to staff are finally stabilising – albeit at levels which are […]