Research: Reward Management - CIPD Annual Survey 2013

Defensible pay is not a new concept for reward professionals. Yet, as pay transparency legislation accelerates and employee expectations shift, the question of what actually holds up under scrutiny has never felt more pressing.

On paper, many organisations can appear stable. Headcount is holding, turnover respectable and retention figures suggesting a steady and engaged workforce. A more complex reality, however, may be hiding under the surface.

Employees have always wanted to get more out of the benefits their employers offer. 

Recognition is one of the few areas of an employee reward strategy that can influence trust, performance and retention.

Have TRS become just a compliance box-ticking exercise instead of the dynamic tool they could be?