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This guide presents three important areas to consider when evaluating technology that will enhance your compensation experience, deliver the integration that supports both planning and
Have you ever stopped to think about all the components that make up an employee’s total compensation and the rewards given to employees that are easily seen in a paycheck at some point during the year? The list seems to continue to grow from the basic salary or hourly wage, to include
incentives, stocks, bonuses, gym memberships, and even wellness credits.
You need to have a solid foundation for total compensation that is understandable, comprehensive and compliant.
Your solution needs to be available to support managers in the decision-making process, make it easy to understand what employees are eligible for the rewards you have available, and should let you
PeopleFluent Compensation can manage the basics of salary and merit and the more complex and comprehensive reward planning that includes stock awards, incentives, and bonuses that tend to have more complex calculations and eligibility rules. Peopleﬂuent Compensation, coupled with performance management capabilities, provides a total picture that allows everyone from Compensation Administrators to HR to Managers to manage and make decisions about rewards for top talent based on side-by-side compensation and performance data.
Organizations today want the ability to visualize their compensation data to make real-time key decisions.
Basic graphs and charts have now been transformed into dashboards that share insightful data based on key performance indicators and answer questions at all levels.
The basic building blocks of compensation information are standard compliance and ad-hoc reporting.
You must also support analytics that
Visualization is part of the DNA of PeopleFluent applications and can provide anyone with security access the right information at the right time to make decisions.
With PeopleFluent Compensation, you have the ability to see
When you step back and look at compensation from a holistic perspective, you realize that its impact can be felt across the organization. Compensation information is called upon when recruiting sends the ﬁrst oﬀer letter to a candidate. That oﬀer will make a statement to the candidate about the value you’re placing on the role and the level at which they expect you to contribute at the start. Ideally, it will reﬂect the market value for that particular position, as well as any geographic implications. Once the candidate is hired, there are other data that are attached to their compensation record such as time periods, salary ranges, merit potential, rewards eligibility, goals, measures and the like.
The compensation calculations and the processes that then ensue each year thereafter can sometimes be complex and
Determining whether or not you have the right compensation solution for your organization is crucial to the overall success of the company and retention of top performers. PeopleFluent Compensation can help by providing a comprehensive application that is conﬁgurable by you, provides complete capabilities to generate rewards, and delivers the ability to visualize your data from any angle. Compensation Management data, combined with your other talent information from Recruiting, Performance & Succession or Learning, can help streamline processes and make more insightful decisions. Empower your executives, managers and compensation professionals with compensation management tools that allow you complete the process in less time with better-understood results and the ability to communicate with employees with conﬁdence.