As we begin to understand the long-term impact of the pandemic and current labor market, what priorities should hospital and healthcare system boards focus on to succeed in 2022 and beyond? Let’s look at eight emerging trends in healthcare commanding the attention of industry leaders today.

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As participation in Compensation and Benefits surveys becomes more intuitive and therefore simpler, there are also ways to streamline the survey process for you and your company. Become a participation veteran with these simple tips.

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Your best bet for securing energetic new employees might just be turning to new graduates and interns. But, attracting this group might mean taking a fresh approach when it comes to total rewards. In Mercer’s US New Graduate Pay and Gen Z Compensation report we reveal what other employers are doing to attract and retain recent graduates, interns and co-op participants.

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Accurate and timely compensation data holds even greater value this year as the dynamic between employee and employer continues to shift. This complex labor market means that there is no shortcut or substitution for valid, quality annual salary survey data and compensation reports.

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As an employer of hourly employees simply getting pay right isn't always enough. We take a look at 3 real world success stories from organizations prioritizing the EVP of their hourly employees to boost retention. 

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You can be confident that using Mercer’s 2020 US MBD/TRS data, published in August, reflects the go forward market. While we did ask employers for additional data, to see if there were additional pay actions as a result of the pandemic, we found that there was very little change. Here is the executive summary of the data refresh for both MBD and TRS within the United States.

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Are you still relying on aged salary survey data? Dive into the top 4 reasons why relying on old survey data can lead to missed opportunies, and how participating in and using up-to-date surveys can help stretch your budget and retain the top talent your organization needs. 

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Now that many employees are working from home for the foreseeable future, organizations are considering the impact that flexibility has on what they need to pay. As employees look to relocate from the cities to lower cost of living areas, does that mean their pay should be adjusted accordingly? In this article, two of Mercer’s senior consultants talk about the continued importance of understanding cost of living and cost of labor when determining pay.

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