CapH_Payscale_V1

Kõnelejad

• Speaker 1 0:07
• Speaker 2 0:52
• Speaker 3 0:34
• Speaker 4 22:48
• Speaker 5 22:49
• Speaker 6 22:32
• Speaker 7 22:45

1. 0:07

   Peatükk 1: Welcome to another episode of the Capital H Podcast. 302s · Speaker 1

   Welcome to another episode of the Capital H Podcast. Today, we're tackling a topic that's top of mind for organizations everywhere. Compensation. At a moment when AI, transparency, and trust are colliding. I'm glad to be joined by Ruth Thom…

2. 5:09

   Peatükk 2: organizations start in simple places, oftentimes with AI saying, oh, I've got some tool that's going to listen in on my meetings, right? 82s · Speaker 2

   organizations start in simple places, oftentimes with AI saying, oh, I've got some tool that's going to listen in on my meetings, right? It's going to take notes. But the AI note taker does not necessarily bring the context from meeting to …

3. 6:32

   Peatükk 3: our product portfolio and through our data portfolio. 78s · Speaker 1

   our product portfolio and through our data portfolio. And these are the questions that our customers are asking is like, how can we trust the decisions that are being made by the AI in your solutions? I think transparency is key. So transpa…

4. 7:52

   Peatükk 4: An important word that I think you use there was transparency, right? 66s · Speaker 2

   An important word that I think you use there was transparency, right? Because workers are going to want to know if AI is being used in something that has implications for my pay, who is accountable for making sure that it works right, right…

5. 8:58

   Peatükk 5: I think this is one of those clear examples of where we think about AI coming into a process and improving it but we don't always think about changing the process and I think this is one of those clear examples because I think we need to start thinking about monitoring the decisions that are being made by the managers on the AI data. 157s · Speaker 1

   I think this is one of those clear examples of where we think about AI coming into a process and improving it but we don't always think about changing the process and I think this is one of those clear examples because I think we need to st…

6. 11:35

   Peatükk 6: requirements? 63s · Speaker 3

   requirements? Well, interestingly, one thing I hear more often than not from our customers who are wanting to obviously like implement pay transparency, executive buy-in. So there's a general concern about do we want to tell everybody what …

7. 12:39

   Peatükk 7: Yeah, I think to your point, many organizations probably don't realize and they're probably thinking, oh my gosh, I'm going to have to go comply with these things and I'm going to spend all this extra money making sure that we're paying equitably across roles and geographies and you name it. 302s · Speaker 1

   Yeah, I think to your point, many organizations probably don't realize and they're probably thinking, oh my gosh, I'm going to have to go comply with these things and I'm going to spend all this extra money making sure that we're paying equ…

8. 17:41

   Peatükk 8: remote work some return to office hybrid and the implications of what that has from a compensation perspective and i know there's another survey with some interesting findings that folks i would encourage you to go read as well but can you share just some highlights for how have you seen compensation evolving tied to the topic of remote work over the last few years yeah so the whole remote work rto situation has been one of the other key influences on people's compensation practices and on their strategies it's been interesting to observe we haven't really seen one key practice emerge so there are normally like three options for people one is that they decide to pay everybody the same so we kind of went towards national medians and we pay everybody the same irrespective of where they work then we had kind of simplification where we've seen a lot of organizations paying people in zones like high paid zones medium paid zones low paid zones and then we've seen people being very specific about paying people in the geo in which they're located and through some of the research that we've seen it's been fairly evenly split and again that comes back to what we've been talking about here is organizational values so if you're as an organization saying that you're going to respect the work that people bring to the organization you're not going to take into consideration where they're located then that's why you might choose to go like we're just going to pay everybody the same wherever they're based so it's been interesting to observe those different practices which i think becomes actually the way you framed that there this has never been a conversation about remote work are you in office or pay specifically tied to that this is what is your business strategy at large what's the workforce and the talent needs that you have to deliver on said business strategy what's the culture and environment that you want people working within and how do things like your compensation practices enable all of that right and yes external market factors come into play like the 2021 hiring market and where things are now but those are almost responses to things and there are still big organizational statements that you can make so ruth for our listeners whether they're a compensation professional or not what's one or two things that you would just leave them with as they think about where compensation trends might be headed and how they should be thinking about navigating those trends in terms of leading their teams, their own roles and careers, just things to keep in mind. 290s · Speaker 2

   remote work some return to office hybrid and the implications of what that has from a compensation perspective and i know there's another survey with some interesting findings that folks i would encourage you to go read as well but can you …

9. 22:32

   Peatükk 9: Thanks very much. 18s · Speaker 6

   Thanks very much. Thanks for having me. Thanks. Thanks. Thanks. Thanks. Thanks. Thanks. Thanks.