Distributed Workforce in 2020 | Access Recording
While the trend on work from home flexibility has increased over recent years, we see an expanded work from anywhere (WFA) as a growing option as a result of COVID-19. Work location has always been a key element of the compensation pillar.
Now, WFA will allow employees to choose their “own” work location, which will further drive perceived value and allow for trade-offs in the Total Rewards framework. Companies are recognizing this trend and require a clear rewards philosophy and an approach to setting pay for remote workers that is consistent with their talent strategy and goals.
In this webinar, we:
- Provide a view on different strategies to set pay for those WFA
- Discuss the difference between cost of labor and cost of living
- Talk about how to set the pay level based on your total rewards philosophy
Distributed work and location as a Total Rewards component continues the well-established HR trend of personalization of rewards. WFA is just another step in aligning individual personal preference and perceived value to create happier, more productive employees.
Listen | Partner | Deliver. For over 60 years, AIRINC has helped clients with the right data, cutting-edge technology, and thought-leading advice needed to effectively deploy talent worldwide. Our industry expertise, solutions, and service enable us to effectively partner with clients to navigate the complexity of today’s global mobility programs. As the market continues to evolve, AIRINC seeks innovative ways to help clients address new workforce globalization challenges, including mobility program assessment metrics and cross-border talent mobility strategy. Our approach is designed with your success in mind. With an understanding of your goals and objectives, we ensure you achieve them. Headquartered in Cambridge, MA, USA, AIRINC has full-service offices in Brussels, London, and Hong Kong. Learn more by clicking here.