Uncertainty continues to be the only certainty for the economy across Europe, the Middle East, and Africa (EMEA). While some countries enjoyed a period of (albeit) modest growth during 2015, the unprecedented slump in oil prices impacted the normally stable Gulf countries dramatically, and political unrest continues to cast a long shadow over all parts of the region.
This article examines some of the salary increase forecast gathered in Mercer’s September 2015 Salary Movement Snapshot (SMS) Survey, drawing out key messages for compensation and benefits specialists with responsibility for this region.
When planning your organisation’s approach to compensation in 2015, remember the importance of:
• Implementing integrated and mutually supportive reward and talent programmes.
• Using grading structures that clearly define factors that determine and progress reward.
• Striving for thoughtful segmentation and differentiation.
• Transferring benefit risk, choice, and cost to employees where appropriate.
• Ensuring well-managed and transparent reward structures.
• Promoting a better understanding of rewards among the workforce: This typically results in increased employee satisfaction and commitment to the company.
Developing Meaningful Workforce Rewards
Business results are driven by people. But what are people driven by?
A paycheck, yes — but there’s more to it than that. Mercer has more than 70 years of experience understanding what drives employees and translating that knowledge into results. You won’t find data like ours anywhere else. Our benchmark database is the best in the business for evaluating and creating competitive compensation offerings.
We have the experience and the hard numbers to design your organization’s workforce rewards, structure incentive programs, manage internal equity, and, most of all, create a satisfied and more productive workforce.
EMEA compensation planning for 2016
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