Research and Surveys

Now available! WorldatWork 2011-2012 Salary Budget Survey Released Aug. 1, 2011 Participants and Subscribers: Access results now New!"Newsline: Very Few Are Changing Projected 2012 Pay Increase Budgets " New! "TR Poll: Is your company planning on changing its 2012 salary increase budget from what was projected earlier in the year?" Top-level data "workspan: Salary Budget Increases Going for a Slow Ride - “WorldatWork 2011-2012 Salary Budget Survey” Results" "Compensation Focus: Recovery Continues, but High Unemployment Keeps a Lid on Extreme Pay Increase Budgets" "Newsline: Salary Budgets Lag U.S. Rate of Inflation for the First Time in Decades" "WorldatWork Podcast: Perspectives and Predictions: Salary Budget Increase Trends from the "2011-2012 WorldatWork Salary Budget Survey" Press Releases: July 6, 2011   |   Aug. 2, 2011 Participant List Questionnaire Free 30-day trial of Online Reporting Tool Learn more about the survey Order Previous Salary Budget Surveys and Updates

Recent Surveys

Employee Benefits Accountability and Consumerism Survey A Report by WorldatWork October 2011 This report summarizes the results of an August 2011 survey of WorldatWork members to gather information about current trends in employee benefits and how well informed employees are as consumers of these benefits. This is the third edition of this survey report. The focus of this information is to build an improved understanding of the priorities involved in making employees better consumers of benefits and more accountable for their benefits decisions within an organization.
	Watch Employee Benefits Accountability and Consumerism 2011 | 7:03
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2011/2012 Talent Management and Rewards Study, North America
A Study by Towers Watson and WorldatWork
October 2011

Despite a volatile economy and high unemployment, almost 60% of North American companies are having trouble attracting critical-skill employees, an increase over 2010. In addition, organizations will continue to face strong pressure to manage costs in the coming year as they experience slow growth in productivity and sales.

These are some of the top findings of the 2011/2012 Towers Watson North American Talent Management and Rewards Survey, conducted in early summer 2011. Findings also showed that a majority of employers are responding to the economy by expecting
employees to work longer hours than before the recession and sharply decreasing the rate of increase of merit budgets.

This report focuses on trends in reward and talent management programs, accompanied by our related insights to drive effective design and delivery. We encourage you to consider these concepts in the broader context of your organization’s EVP and total rewards strategy.

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Global Sales Compensation Practices Survey©
A Survey by The Alexander Group, Inc. and WorldatWork
August 2011

The 2011 Global Sales Compensation Practices Survey©, co-sponsored by the Alexander Group and WorldatWork, includes reponses from 117 sales departments. Survey questions included: Annual Design Process, Governance, Global Versus Local, Trends in Program Global Uniformity, Automation Support, Government Regulations and Restrictions, Labor/Works Council Practices, Cultural and Social Norms and Survey Sources.

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Severance and Change-in-Control Practices
A Report by WorldatWork and Innovative Compensation and Benefits Concepts, LLC
August 2011

In summer 2011, the U.S. and global economic situation still felt quite shaky and uncertain. But what did this mean for organizations’ severance and change-in-control plans? WorldatWork partnered with Innovative Compensation and Benefits Concepts, LLC, in a joint research project to understand the changing landscape of severance practices. Specifically, the research was designed to better understand the prevalence and perceptions of severance programs within organizations.

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Vehicle-Related Benefits Programs
A Report by WorldatWork
July 2011

This report summarizes the results of a March 2011 survey of WorldatWork members to gather information about current trends in vehicle-related benefits programs. Specifically, the research was designed to better understand the prevalence and perceptions of vehicle-related benefits programs within organizations such as car allowances and company car benefits.

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Telework 2011: A Special Report from WorldatWork
A Report by WorldatWork
June 2011

When employee data was collected in December 2010, the average American worker was more concerned with job security than with taking advantage of opportunities to telework. At the same time, employer views about telework have been changing, as evidenced by its expanded use on an ad hoc or occasional basis. (WorldatWork 2009)

In addition to technological changes that have further supported telework as a practical matter, employers are increasingly recognizing the bottom-line benefits of telework, such as supporting business continuity strategy, reducing real estate costs, and attracting talent from wider labor pools. (Corporate Voices for Working Families [CVWF] 2009)

Additionally, telework has value as it relates to employee engagement, satisfaction and retention as either an overall differentiator from a competitive standpoint or because employees view it as a privilege that is earned through good performance. (CVWF 2009) This special report provides a view of telework from both the employee and the employer perspectives, and creates a useful picture of how telework is playing out in the United States today.

Findings in this report are based on employee data collected by The Dieringer Research Group Inc. (commissioned by WorldatWork) and employer data collected by WorldatWork from its membership membership of human resources and total rewards professionals.

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Reward Fairness
A Report by WorldatWork
June 2011

Management faces numerous challenges in determining how to reward employees. They must balance market competitiveness, internal equity, organizational performance and individual performance considerations. Notably, issues of “fairness” underlie each of these areas. No matter how sophisticated the design, reward programs, policies and practices that are not perceived as fair will not successfully attract, retain and engage employees.

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Men and Work-Life Integration: A Global Study A Report by WorldatWork's Alliance for Work-Life Progress and WFD Consulting May 2011 A quarter century after its emergence and a decade after the business case was established, the work-life field is challenged to understand the barriers that persist in preventing both employees (especially men) from fully utilizing work-life options, and managers (often men) from fully supporting them. WFD Consulting and WorldatWork’s Alliance for Work-Life Progress partnered to investigate these challenges on a global scale. View the complete report

Watch Men and Work-Life Integration: A Global Study | 8:38

Trends in Employee Recognition
A Report by WorldatWork
May 2011

This report summarizes the results of a January 2011 survey of WorldatWork members to gather information about current trends in recognition programs. Specifically, the research is designed to measure specific types of recognition programs and the impact on the workforce.

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Bonus Programs and Practices A Report by WorldatWork May 2011 Many would say that the economic shift in recent years has left little in the business world unscathed. Total rewards professionals have expressed the same concerns about bonus programs, so WorldatWork opted to update the Survey on Bonus Program Practices, last conducted in 2008. While bonus programs remain prevalent, all programs are in use by fewer organizations now, when compared to 2008. View the complete report

Watch Research in Brief: 2011 Bonus Programs and Practices Survey Highlights | 7:13 Listen WorldatWork Podcast: Roundtable Discussion of Results

Survey on Workplace Flexibility A Report by WorldatWork February 2011 Workplace flexibility offerings and approaches vary significantly from one organization to the next, indicating that they are tailoring programs to fit their needs as well as the needs of their workforces. In addition to capturing baseline information on flexible work arrangements, this survey was designed to examine the degree of flexibility culture in place at organizations, and to uncover any relationships to program offerings, practices and total rewards success. Findings indicate that the degree of workplace flexibility culture in place at a company does correlate to a number of things, including turnover. View the complete report

Watch Workplace Flexibility Highlights | 5:37

While the term ‘the age of austerity’ continues to be bandied around boardrooms, the fears of redundancy, pay cuts, pay freezes and other ‘difficult decisions’ remain at the forefront of employees’ minds as they live in the shadow of recession, while the emotive subject of pay has become an increasingly serious issue for employers.

These are the key findings from this HR magazine/WorldatWork Pay Practices Survey, conducted during 2010. This is the first year HR magazine has teamed up with WorldatWork to investigate pay practices across all sectors of the U.K. economy. The results make interesting reading as employers move tentatively out of
recession and into recovery.

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Promotional Guidelines A Report by WorldatWork December 2010 This report summarizes the results of a September 2010 survey of WorldatWork members to gather information about current trends in promotional guidelines. This survey focuses on specific definitions of employee promotions as well as changes in promotional opportunities in today‟s workplace due in part to the economic downturn. View the complete report

Watch Promotional Guidelines Highlights | 9:32

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