Your Monthly HR Newsletter

As we set our sights on the approaching new year, the significance of a robust people strategy driven by accurate data becomes even more pronounced.

About one-third of companies surveyed in the U.S. share salary ranges with candidates seeking that information in any location — not just where legally required. Pay transparency laws in the U.S. are relatively new and differ by city and state, prompting companies to stay on top of compliance. Roughly two-thirds of U.S. companies share pay range data only where legally required. The remaining one-third share ranges with candidates seeking that information in any location, according to survey responses from more than 700 respondents across the globe to Aon’s 2023 Pay Administration Report (offered as part of the 2023 Aon Radford Market Practices Study Suite).

Employers can use health data to educate their employees, build preventive programs and drive down costs. They can look at data to determine the top five to ten claims among their workforce and expand wellbeing programs or educate employees about existing programs to try to mitigate these claims wherever possible.

Eight in ten decision makers said reducing data and information silos is a top priority for their organizations however, very few have taken a top-down, structured and coordinated approach to aggregating and analyzing workforce data, uncovering hidden insights and developing solutions that can be implemented with relevant groups.

The workforce is also more geographically diverse than before, as nearly one in ten workers left more expensive cities during the pandemic. Taking a personalized approach to an organization’s EVP can help achieve this balance. Companies that intelligently deploy data and keep an eye on the balance between complexity and practicality are more effective.

Business leaders are feeling the impact of the true cost of human capital challenges, and the reality that people risk intensifies all other top business risks. Check out the top 10 Global Risks facing organizations today.

Healthcare costs are predicted to increase by 8.5% in 2024. Farheen Dam , Head of Health for Aon in North America tackles how companies can offset these costs by taking action now.

The retail industry scores lower than other sectors in workforce resilience. Michael Burke , Executive Chair of Talent at Aon shares suggestions and solutions to support retail employers in a recent post.

Rachel Fellowes , Chief Wellbeing Officer at Aon is acutely aware of the impact of stress on the wellbeing of people in the modern workplace. She shares her perspective on the drivers linked to increasing medical costs and more.