CATEGORY

Employee Compensation Services

Organisations are under constant pressure to attract and retain talent, hence renumerating the talent rightly to stay ahead of the peers is essential. HR consulting firms have been constantly supporting their clients in evaluating the salaries and other benefits that should be paid to employees and help organisations understanding the industry standards. This report focuses on understanding the top service providers that organisations should engage with for compensation benchmarking services and the best practices while engaging with them.

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    Employee Compensation Services Suppliers


    Employee Compensation Services Supplier

    Find the right-fit employee compensation services supplier for your specific business needs and filter by location, industry, category, revenue, certifications, and more on Beroe LiVE.Ai™.

    Sample Supplier
    Company
    Adecco Inc.
    Location
    Jackson, Mississipi
    Duns number
    3862211

    D&B SER Rating

    dnb logo

    Up to 3 months

    1 9
    2
    Low Risk High Risk

    The Supplier Evaluation Risk (SER) Rating is Dun & Bradstreet’s proprietary scoring system used to assess the probability that a business will seek relief from creditors or cease operations within the next 12 months. SER ratings range from 1 to 9, with 9 indicating the highest risk of failure. We’ve prepared an infographic to help business owners better understand what influences their SER Rating.

    Moody`s ESG Solution
    ESG Profile

    Company and Sector Performance
    51

    100
    Robust (1)
    ESG Perfomance (/100)
    Environment
    53
    Social
    45
    Governance
    58
    6 Domains Performance (/100)
    Business behaviour
    50
    Human rights
    55
    Community Environment
    50
    Corporate governance
    62
    Human resources
    36
    Security Scorecard
    85

    Threat indicators
    C
    76
    Network Security
    Detecting insecure network settings
    A
    100
    Hacker Chatter
    Monitoring hacker sites for chatter about your company
    A
    90
    DNS Health
    Detecting DNS insecure configuration and vulnerabilities
    D
    62
    Application Security
    Detecting common website application vulnerbilities
    A
    100
    Endpoint Security
    Detecting unprotected enpoints or entry points of user tools, such as desktops, laptops mobile devices, and virtual desktops
    A
    100
    Cubic Score
    Proprietary algorithms checking for implementation of common security best practices
    A
    96
    Patching Cadence
    Out of date company assets which may contain vulnerabilities of risk
    A
    100
    Social Engineering
    Measuring company awareness to a social engineering or phising attack
    A
    100
    IP Reputation
    Detecting suspecious activity, such as malware or spam, within your company network
    A
    100
    Information Leak
    Potentially confidential company information which may have been inadvertently leaked

    Industry Comparison
    adecco.com
    Industry average
    Adverse Media Appearances
    Environmental Issues
    0
    Workforce Health Safety Issues
    0
    Product Service Issues
    4
    Human Rights Issues
    0
    Production Supply Chain Issues
    0
    Environmental Non Compliance Flags
    4
    Corruption Issues
    0
    Regulatory Non Compliance Flags
    3
    Fraud Issues
    0
    Labor Health Safety Flags
    10
    Regulatory Issues
    3
    Workforce Disputes
    2
    Sanctions
    0
    esg energy transition
    58
    Discrimination Workforce Rights Issues
    8
    esg controversies critical severity
    No

    Employee Compensation Services market report transcript


    Global Market Outlook on Employee Compensation Services

    • The US-based employers typically source compensation benchmark data from the suppliers once in a year by participating in a suppliers survey
    • As employers cannot hold the suppliers accountable for the data they provide, they are leveraging two to three surveys not only to arrive at the market value of the jobs, but also to avoid internal audit and compliance issues
    • Crowdsourced pay data insights are extensively used by the employers not only as a supplement to the traditional/industrial survey insights, but also to understand employee perceptions

    Insights On Crowdsourced Pay Data (Low Cost Service To Employers) 

    • As per a Willis Towers Watson survey on crowdsourced pay data, nearly 73% of the compensation professionals felt that the data obtained is unreliable and untrustworthy. This is because the crowdsourced pay data is skewed with too many variables and does not align to the job roles
    • However, 71% of the HR professionals who leverage the crowdsourced pay data stated that it can be used as a supplement alongside traditional compensation survey reports

    Engagement Models 

    • The client can consider to consolidate its fragmented supply base to a minimum of three suppliers without compromising on the service quality
    • For obtaining the consolidated supply base and to hold the supplier accountable for the data, the client should engage with one supplier from the leaders group on a SOW basis for all compensation consulting service needs
    • The other two suppliers for market benchmark data services and crowdsourced pay data providers can be engaged from challengers and contenders group

     Pricing Models

    • The US-based employers widely adopt FTE-based pricing model, when the service requirement is meant for a large group of employees. For example, salary auditing in line with the federal government requirements
    • Per job title/role is adopted, when the service requirement is on ad-hoc basis and meant for a few job positions (i.e., customization). For example, executive determination for the newly identified leadership role
    • Subscription-based pricing model is the another model practiced by employers to obtain compensation data from the traditional surveys

    Cost-Saving Opportunities

    • Best-in-class organizations source compensation services (highlighted) along with end-to-end benefits administration from a single supplier not only to achieve monetary cost savings of about 10–20%, but also to implement the overall compensation strategy
    • Cost savings (monetary) arises, due to the elimination of service duplication (such as policy designing, auditing, etc.) and service continuation from the same supplier under the defined contract terms
    • HR consulting firms from the group were the prominent players to source the end-to-end benefits administration services