[et_pb_section fb_built=”1″ _builder_version=”4.16″ custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_margin=”|auto|-6px|auto||” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23.1″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n
Compensation plays a crucial role in attracting and retaining talent within organizations. Professionals are looking for jobs that offer competitive remuneration, meet their financial needs and guarantee their future stability. To remain competitive, companies need to rethink their approach to compensation. Discover 3 innovations on compensation in 2023 to redefine the professional experience and foster commitment and performance within organizations.<\/span><\/p>\n The <\/span>compensation<\/strong> is one of the key factors in attracting and retaining profiles and talent within a company. By offering a <\/span>attractive remuneration<\/strong> package, the company can attract qualified candidates for the position. The <\/span> <\/span>remuneration package<\/strong> is nowadays a delicate matter, made up of several components that are important for a well-balanced remuneration package.<\/p>\n Among these components, we can mention 4:<\/p>\n Against a backdrop of high inflation, we feel it’s essential to share with you thefollowing<\/strong> <\/span> 3compensation innovations<\/strong>.<\/strong><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n In France, there is no legal obligation for companies to make public their <\/span>compensation<\/strong> of their employees. Under this agreement, companies are required to carry out an analysis of their <\/span>pay practices<\/strong>, in order to identify any pay inequalities between men and women. In addition to these legal obligations, some companies may choose to make public their <\/span>compensation<\/strong> <\/span>of their employees for reasons of transparency and fairness. It is also worth noting that <\/span>salary transparency<\/strong> <\/span>is not limited to gender equality. The adjusted salary gap, i.e. the average salary of men and women with the same position, the same seniority and living in the same place, is :<\/p>\n [\/et_pb_text][et_pb_image src=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2024\/08\/transparence-salariale.png” title_text=”transparency” show_bottom_space=”off” force_fullwidth=”on” _builder_version=”4.27.0″ _module_preset=”default” background_enable_image=”off” custom_margin=”0px||0px||true|false” custom_margin_tablet=”0px||0px||true|true” custom_margin_phone=”0px||0px||true|true” custom_margin_last_edited=”on|tablet” custom_padding=”0px||50px||false|true” custom_padding_tablet=”||30px||false|true” custom_padding_phone=”||||false|true” custom_padding_last_edited=”on|phone” module_alignment_tablet=”center” module_alignment_phone=”center” module_alignment_last_edited=”on|tablet” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.0″ custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_margin=”|auto|-6px|auto||” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23.1″ custom_padding=”||3px|||” global_colors_info=”{}”]<\/p>\n According to Samuel Durand, lecturer on the future of work and author of Work In Progress (Eyrolles, 2022), only 8% of French companies share their <\/span>salary grids<\/strong> compared with 12% in Germany and 15% in the UK.<\/span><\/p>\n There are 4 levels ofsalary<\/strong> transparency <\/b>:<\/span><\/p>\n [\/et_pb_text][et_pb_image src=”https:\/\/www.sqorus.com\/wp-content\/uploads\/2024\/08\/4-niveaux-de-transparence-de-salaire.png” title_text=”4-salary-transparency-levels” show_bottom_space=”off” force_fullwidth=”on” _builder_version=”4.27.0″ _module_preset=”default” background_enable_image=”off” custom_margin=”0px||0px||true|false” custom_margin_tablet=”0px||0px||true|true” custom_margin_phone=”0px||0px||true|true” custom_margin_last_edited=”on|tablet” custom_padding=”0px||50px||false|true” custom_padding_tablet=”||30px||false|true” custom_padding_phone=”||||false|true” custom_padding_last_edited=”on|phone” module_alignment_tablet=”center” module_alignment_phone=”center” module_alignment_last_edited=”on|tablet” global_colors_info=”{}”][\/et_pb_image][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.27.0″ custom_padding=”0px|0px|0px|0px” locked=”off” global_colors_info=”{}”][et_pb_row _builder_version=”4.16″ custom_margin=”|auto|-6px|auto||” custom_padding=”0px|||||” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.23.1″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n This transparency of salaries<\/strong> within a company creates an atmosphere of overall fairness and employee motivation. They know they’re being paid what they’re worth, and that they’re not at a disadvantage compared to other colleagues. Financial discrimination is one of the main causes of employee demotivation and resignation. <\/span><\/p>\n Nowadays, few companies opt for salary transparency<\/strong>, which presents a unique competitive advantage for the minority of companies that do. In fact, when recruiting, this enables candidates applying for a vacancy to project their potential development throughout their career with the company. It also saves the recruiter time, as candidates who apply to this type of ad are generally in tune with the remuneration<\/strong> on offer.<\/span><\/p>\n By adopting transparent compensation policies<\/strong>, companies strengthen their competitiveness on the job market and attract the best talent. The <\/span>pay transparency<\/strong> <\/span>is often accompanied by complementary measures, such as <\/span>and profit-sharing<\/strong>schemes<\/strong>, as well as employee benefits, designed to promote the <\/span>loyalty<\/strong> <\/span>and employee commitment. To anticipate the recruitment challenges of tomorrow, it is essential to develop solid adaptation strategies. In our dedicated article, you’ll find the keys to adapting as a recruiter<\/a><\/strong> and remain effective in a constantly changing environment.<\/em><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n We can’t talk about <\/span>compensation<\/strong> not to mention inflation and its impact on employees’ daily lives. France is currently experiencing high inflation for a number of national and international reasons. It is a major concern for the French, as it increases the cost of living and reduces purchasing power.<\/span><\/p>\n Employers are called upon to support their employees during these delicate moments. However, it remains difficult for companies to keep up with inflation in terms of salary increases for all employees. Indeed, some companies are themselves in difficulty.<\/p>\n One of the challenges lies in the different forms of remuneration. We are seeing the emergence of new formats for fixed remuneration:<\/p>\n Companies are also investing in social benefits that can help and relieve employees in their daily lives. These services are diverse, varied and specific to each company:<\/p>\n By recognizing the importance of compensation and benefits in employees’ working lives, companies are contributing to employee motivation and commitment. Individual annual interviews are often perceived as inefficient and a source of stress for employees. Yet they play a crucial role in the professional development, motivation and performance of teams. Find out more in our dedicated article, 3 ideas to innovate around interviews and performance<\/a><\/strong>.<\/em><\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ global_colors_info=”{}”]<\/p>\n [\/et_pb_text][et_pb_text _builder_version=”4.27.0″ header_2_font=”|700|||on|||RGBA(255,255,255,0)|” custom_padding=”||5%||false|false” global_colors_info=”{}”]<\/p>\n More and more employees are becoming aware of environmental and social issues as citizens, and expect their employer to set an example.<\/span><\/p>\n Investment funds have economic, social and environmental impacts, depending on the companies they finance. The PEE is one of France’s leading employee savings schemes. It allows you to block a sum of money for important life events (property purchase, marriage\/PACS, birth…).<\/p>\n The PERCO is also an employee savings scheme that enables employees to build up savings, notably for their retirement.<\/p>\n
\nEmployees are often looking for jobs that offer <\/span>competitive remuneration<\/strong> that enable them to meet their financial needs, as well as look after their families and their future.<\/span><\/p>\n
\nIt can also encourage employees to stay with the company by offering <\/span>salary increases<\/strong>, bonuses <\/span>benefits<\/strong>, stock options, pension plans…<\/p>\n\n
Compensation innovation #1: salary transparency<\/h2>\n
\nHowever, since September 2018, the “Avenir professionnel” law has obliged companies with more than 50 employees to negotiate an agreement on professional equality between women and men every three years, which may include an obligation to <\/span>pay transparency<\/strong>.<\/span><\/p>\n
\nThey must also put in place measures to correct them, and monitor the evolution of the situation. <\/p>\n
\nHowever, this is still relatively rare in France, not least because of the culture of secrecy and the “taboo” surrounding <\/span>wages<\/strong>.<\/p>\n
\nIt can also be an effective tool in the fight against all forms of pay discrimination, whether related to gender, age, ethnic origin or any other protected characteristic. <\/p>\n\n
\n Transparent salaries<\/strong> also help to create a positive corporate culture, focused on fairness and valuing employees. <\/span><\/p>\n
\nThis approach also helps to improve <\/span>company performance <\/span><\/strong>by creating a climate of trust conducive to collaboration and professional fulfillment.<\/p>\nInnovation in remuneration #2: innovative remuneration formats<\/span><\/h2>\n
Innovating fixed remuneration with new formats<\/h3>\n
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Innovative compensation and benefits<\/h3>\n
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\nContinuing the trend of innovative compensation formats, socially responsible savings is another facet of compensation innovation. <\/p>\nInnovation in compensation #3: socially responsible savings<\/h2>\n
The Plan d’\u00c9pargne Entreprise <\/strong>(PEE) and the Plan d’\u00c9pargne pour la Retraite Collectif <\/strong>(PERCO) are employee savings schemes that enable employees to build up long-term savings by investing part of their remuneration <\/strong>(profit-sharing, incentive schemes, etc.) in financial products.<\/p>\nCompany Savings Plan<\/h3>\n
The Collective Retirement Savings Plan (Plan d’\u00c9pargne pour la Retraite Collectif)<\/h3>\n