Workforce and Careers

Developing Meaningful Workforce Rewards

Your People Are Your Greatest Asset — Reward Them

Look at your balance sheet and you won’t see any line items that reflect your employees’ enthusiasm, engagement, or energy levels.  But these intangible factors are key to employee performance. Make them sustainable with the right rewards strategies.

Facts, Data, Insights: Analyzing the 'Unquantifiable'

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. 

How Well Do You Know Your Talent?

Effective rewards strategy design means embracing the needs of a diverse, multigenerational workforce. Gen X-ers, millennials, and baby boomers of all backgrounds are working together. It’s a beautiful thing — and something that demands a more nuanced rewards strategy than ever before. After all, “rewards” means something different to different people, at different times in their lives, and in different parts of the world. In the era of choice, how you design and deliver this cornerstone of the employee value proposition is the biggest retention lever you can pull.

As unique as each person’s career is, we can make your rewards structure easier and more efficient with solutions like job levelling across your organization and the world, job architectures that help your employees build careers, and dynamic career frameworks that direct all of your rewards decisions. 

"65 percent of today’s grade-school kids may end up doing work that hasn’t been invented yet." The New York Times

An even greater challenge lies beyond creating a flexible framework for a diverse workforce: anticipating jobs that have yet to be created. The next generation of workers will be asked to fill many roles that don’t even exist today. But how can you plan for what you don’t know?

Mercer relies on proven science. Our International Position Evaluation (IPE) methodology underpins the job architecture and methodology we use to evaluate brand new roles. So you can maintain your stride even as the world of work changes before your eyes.

How We Can Help

Our employee rewards professionals can help you:

  • Create incentives that drive growth with talent strategy and workforce rewards.
  • Get a data-driven read on performance with job analysis and job evaluation.
  • Benchmark salaries and level jobs across a wide variety of industries and geographies with base pay and pay structure design.
  • Build your employees’ careers through job architecture and career frameworks.
  • Manage costs through pay for performance or variable compensation plans.
  • Design an effective rewards strategy to drive performance.
  • Harmonize rewards strategies following a merger or an acquisition.

Workforce and Careers Services and Products

Data, Insights & Technology

Mercer compensation, benefits & workforce metrics solutions provide current and relevant data across a variety of critical functions, industries, organizations, and geographies.
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This data is used to benchmark an organization against others, design a competitive compensation and benefits strategy, align your goals to the market and retain your best talent.

Job Analysis & Job Evaluation

Mercer delivers job analysis and job evaluation projects using our ​International Position Evaluation (IPE) system.
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IPE is a global point factor position evaluation system that ranks positions accurately within virtually any type of organization, comparing positions in large companies with positions in small companies, and/or comparing positions between and among different functions, such as manufacturing, sales, finance and human resources.

Job Architecture and Career Frameworks

Mercer's job architecture & career frameworks offering delivers tools / activities that support clients by influencing employees in making career decisions that benefit employees and aligns with the organization’s talent management goals.
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Mercer develops a suitable career framework for upward and lateral talent movements, with linkages to grading system and interactive tools for employees, and assists clients to define suitable KPIs at various levels of the organization.

Total Rewards Strategy and Program Design

The ability to attract, develop, retain, motivate, and engage the right workforce is critical for an organization to deliver on its business strategy.
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How an organization manages its human capital assets — its workforce — has a profound impact on its success. Mercer helps organizations address these issues through a holistic rewards strategy, with a focus on the factors and practices that uniquely drive value for the business, to build a sustainable competitive advantage.

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