合作基準(zhǔn)：平等薪酬、福利以及其他新興問題++Benchmark+With++Gartner：Fair+Pay,++Well-Being+and+Other++Emerging+Issues

BenchmarkWith

Gartner:FairPay,

Well-BeingandOther

EmergingIssues

BenchmarksfromtheLivePollingWebcast

HostedonFebruary22,2023

ThefollowingisasummaryoftheresultsfromthelivepollingGartnerwebinarhostedon

February22,2023,titledBenchmarkWithGartner:FairPay,Well-BeingandOther

EmergingIssues

Wehad280+HRLeadersonthelinerepresentingaspectrumofindustries.Thereisaglobal

representationofattendeesacrossaspectrumofindustrieswithafocusonNorthAmerica.

?2023Gartner,Inc.and/oritsaffiliates.Allrightsreserved.GartnerisaregisteredtrademarkofGartner,Inc.oritsaffiliates.Thispresentation,includingallsupportingmaterials,

isproprietarytoGartner,Inc.and/oritsaffiliatesandisforthesoleinternaluseoftheintendedrecipients.Becausethispresentationmaycontaininformationthatisconfidential,

proprietaryorotherwiselegallyprotected,itmaynotbefurthercopied,distributedorpubliclydisplayedwithouttheexpresswrittenpermissionofGartner,Inc.oritsaffiliates.

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Strongjobgrowthandtalent

competitiondespiterecessionfears

InJanuary,theU.S.economyaddedalmosttripletheexpected

numberofjobs,whileemployersstillstruggledtofillroles.

Facingcontinuingrecessionfears,HRleadersalsograppled

withavarietyofissues,includingprivacyconcernsaroundthe

useofChatGPT,unclearemployeecareerpaths,fairpayand

implementingwellnessprogramsdesignedtosupportworkers.

Inaddition,theFTC’sproposedbanonnoncompeteclauses

designedtobenefitU.S.workers,facedpushbackfromsome

U.S.businesslobbygroups.

InFebruary,oursurveyshowedthatorganizationscompeting

fortalentarelookingtoimprovecareermanagementstrategies.

Tomanagepayexpectations,companiesarebalancingmarket

competitivenesswithcostcontrol.Andrespondingtoapotential

banonnoncompeteagreements,businessesareofferingmore

growthopportunities.

Lookingahead,whatelseareHRleadersthinkingabouthiring,

quitrates,compensationandtheoverallstateofthelabor

market?Let’sfindout.

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41%

oforganizationshaveincreasedtheirjobpostingscomparedtothelastthreemonths.

56%

oforganizationsexpectincreasedtalentcompetitionoverthenextsixmonths.

72%

oforganizationsusemental/physicalhealthawarenessprogramstosustainemployeewell-being.

Recessionstillloomingasworkforceissuestake

centerstage

InaGartnerwebinarhostedon22February2023,wepolled280+HRleadersabouttheirviewsonthestateoftalentcompetition,emergingtechnology,careermanagement,well-being,fairpayandnoncompeteagreements.Themainfindingswere:

42%

oforganizationsseeapotentialChatGPTusecaseforHRsupport/assistance.

Readonforthefulldetailsanddatafromthequestionsweasked.

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Contents

1.GartnerStateoftheLaborMarketforFebruary2023

2.BusinessClimate

?Jobpostings

?Quitrate

?Contingentworkers

?Otherindicators

3.EmergingIssues

?AI/ChatGPT

?Careermanagement

4.TrendingTopics

?Employeewell-being

?Fairpay

?Noncompeteagreements(NCAs)

5.Appendix

?Livepollingwebcastintroductionslides

GartnerStateoftheLaborMarket

forFebruary2023

KeyInsightsfromBenchmarkwithGartnerLivePollingWebcasthostedonFebruary22,2023

BusinessClimate—TalentCompetition,

JobPostingsandCost-SavingMeasures

1.HRleadersforeseeanincreaseintalentcompetition—

56%HRleadersexpecttalentcompetitiontoincreaseinthenextsixmonths.HRleaders’expectationsofincreasedtalentcompetitionhasgrownby21%fromDecember2022.

2.ApproximatelyhalfofHRleadersdon'texpectanyreductioninworkforceforthenextsixmonths—

46%HRleadersarenotexpectinganyreductioninworkforce,while33%areexpectingworkforcereductions(slightlydownfrom35%inJanuary2023)andtherestareunsureorundecided.

3.SlowhiringanddecreaseinHRbudgetsarepreferredcost-savingmeasuresbyHRleaders—42%HRleaderssuggestslowhiringand26%suggestdecreaseinoverallHRbudgetastheirpreferredmethodsofcostsaving,while30%don’tanticipateadoptingcost-savingmeasuresinthenextthreemonths.

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EmergingIssues—ChatGPTandCareer

Management

1.MostHRleadersareyettofinalizeguidanceorhavedecidednottoissueguidanceonChatGPT—48%HRleadersaredraftingguidanceontheuseofChatGPTbyemployees,while34%oforganizationshavedecidednottoissueanyguidanceonChatGPT.

2.Dataprivacy/securityconcernsanddecreasedpersonalinteractionarethetopconcernsagainsttheuseofChatGPTinHR—59%HRleadersfinddataprivacyandsecurityissuesastheprimaryconcernagainsttheuseofChatGPT.LackofaccountabilitywiththeuseofChatGPTinHRisleastconcerningforHRleadersoutoftheoptionsgiven.

3.HRleadersareofferingcareerpathingguidanceandopportunitiestoupskill,reskillandcross-skilltoimprovecareermanagementstrategiesin2023—

57%HRleaderschoseofferingcareerpathingguidanceasacareermanagementstrategytoexplorein2023.

TrendingTopics—Well-being,FairPayandNonCompeteAgreements

1.Organizationsareoffering401(k)/retirementplansandaccesstofinancialmanagementtoolstoensureemployees’financialwell-being—77%organizationsoffer401(k)/retirementplansaspartoffinancialwell-being,followedby70%organizationsthatprovidefinancialmanagementtools.Inaddition,organizationsareofferingeducationalprogramsonfinancialwellnesstoincreaseemployeeawareness(67%).

2.DealingwithpayexpectationsandincrementsisthemostlikelycompensationchallengeforHRLeaders—Payexpectationsaretheprimarycompensationchallengefor69%ofrespondents,followedby62%ofrespondantsselecting“balancingmarketcompetitivenesswithcostcontrol.

3.Organizationswilloffergrowthopportunitiesinresponsetoapotentialbanonnoncompeteagreements—47%ofparticipantsreportthattheirorganizationwillofferlearningorgrowthopportunities,while41%oforganizationsreportthattheywillcompetewithcompetitorsalaries.Inaddition,organizationsseethebenefitsofabantoincludeaccesstoalargerpoolofskilledworkers(72%),improvedcompetitionfortalent(48%)andgreaterworkplacediversity(46%).

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BusinessClimate

BBenchmarkprojecotionsaboutyour

ooeprerantigngrevnvioiroentaboutyour

operatingenvironment

Decreasedbyover20%Decreasedbyover11–20% Decreasedby6–10% Decreasedby1–5%Nochange

Increasedby1–5% Increasedby6–10%Increasedby11–20%

Increasedbyover20%

41%oforganizationshaveincreasedtheirjobpostingscomparedtothelastthreemonths.

22%

38%oforganizationshavedecreasedtheirjobpostings.

Jobpostingsincreasedfor41%oforganizations

PercentageofHRleaders

6%

11%

14%

10%

10%

13%

8%

7%

0%5%10%15%20%25%

n=105(February2023)

Question:Howhaveyourorganization'sjobpostingschangedthismonthcomparedtothelastthreemonths?(Selectone)

Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February)

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34%

6–10%

29%

9%

Quitrateremainslowformanyorganizations

PercentageofHRleaders

6%

Lessthan1%

1–5%

40%oforganizationshaveaquitrateof5%orless.

11–15%

17%

16–20%

6%

Above20%

0%5%10%15%20%25%30%35%40%

n=105(February2023)

Question:Howhaveyourorganization'sjobpostingschangedthismonthcomparedtothelastthreemonths?(Selectone)Source:BenchmarkWithGartner:FairPay,Well-

BeingandOtherEmergingIssues(22February)

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3%

13%

70%

9%

5%

Nochangeincontingentworkersforaclear

majority

PercentageofHRleaders

Increasedbyover10%

Increasedby1–10%

Nochange

Decreasedby1–10%

Decreasedbyover10%

oforganizations

40%

0%

80%

n=93(February2023)

Question:Howhasthelevelofcontingentworkerschangedatyourorganizationinthepastsixmonths?(Selectone)Source:BenchmarkWithGartner:FairPay,

Well-BeingandOtherEmergingIssues(22February)

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13%

9%

3%

43%41%

32%

Fewerorganizations(24%)expectdecreasedtalentcompetitionover

thenext6monthsasofFebruary2023,

comparedto29%inJanuary2023and38%inDecember2022.

Organizationsstillexpectmoretalentcompetition

PercentageofHRleaders

Muchmorecompetitive

Morecompetitive

Nochange

Lesscompetitive

Muchlesscompetitive

Notsure

Other

Moreorganizations(56%)expectincreasedtalentcompetitionover

thenext6monthsasofFebruary2023,

comparedto50%inJanuary2023and35%inDecember2022.

16%

17%

21%

21%

28%

35%

3%

1%

3%

Feb-23

Jan-23

2%

4%

7%

1%

1%

0%

0%

50%

25%

n=123(February2023),168(January2023),167(December2022)

Question:Howdoyouexpecttalentcompetitiontochangeinthenextsixmonths?(Selectone)

Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February),BenchmarkWithGartner:EmployeeEngagementandOveremploymentChallenges(18January),

Preparingfor2023,WorkforcePlanningAmidstUncertaintyandOther(14December)

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42%oforganizations

willslowhire,ascompared

to52%inJanuary.

HRleaderscontinuetouseslowhiringasatop

cost-savingmeasure

42%

PercentageofHRleaders

52%

26%

18%

25%29%

Slowhiringforroles

DecreaseoverallHRbudget

Freezehiringforroles

22%

18%

Decreaserecruitingbudget

15%14%

Feb-23

Jan-23

4%

0%

2%5%1%3%

Layoffemployees

Rescindoffersmadetocandidates

Cutemployeebenefits

Furloughemployees

30%

23%

3%8%

Wedonotanticipatetakinganycost-savingssteps

Other

0%30%

60%

n=101(February2023),132(January2023),209(December2022)

Question:Whichofthefollowingtalentcost-savingmeasuresdoyouANTICIPATEyourorganizationtakinginthenextthreemonths?(Selectallthatapply)

Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February),BenchmarkWithGartner:EmployeeEngagementandOveremploymentChallenges(18January),

Preparingfor2023,WorkforcePlanningAmidstUncertaintyandOther(14December)

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Above20%

11–20%

6–10%

1–5%

Lessthan1%

Noreductioninworkforceinnext6monthsWehavenotyetdecidedNotsure

Other

Feb-23Jan-23

Mixedresultsforplannedreductionsinworkforce

PercentageofHRleaders

33%HRLeadersforesee

reductioninworkforcein

February2023,downslightlyfrom35%inJanuary2023.

2%

1%

1%

1%

7%

6%

16%

16%

7%

11%

46%

37%

7%

8%

12%

21%

0%

1%

0%

25%

50%

n=82(February2023),156(January2023)

Question:Whatpercentageofreductioninworkforcedoesyourorganizationforeseeinthenext6months?(selectone)

Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February),BenchmarkWithGartner:Employee

EngagementandOveremploymentChallenges(18January)

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EmergingIssues

BBenchmarkyourtassessmentofrising

oceurrrentgisskuersoinmthetlabormarketr

operatingenvironment

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AI/ChatGPT

Benchmarkprojectionsaboutyour

Benchmarkprojectionsaboutyour

operatingenvironment

operatingenvironment

42%

27%

11%

41%

1%

HRsupportislikelytheusecaseforChatGPTbut

manystillunsure

PercentageofHRleaders

HRsupport/assistanceEmployeeonboarding

HRanalyticsEmployeeengagement

Recruitment

Employeedatamanagement WorkforceplanningPerformanceevaluation

WearenotlookingtouseChatGPTOther

42%oforganizationsseea

potentialChatGPT

usecaseforHRsupport/assistance.

24%

21%

20%

14%

12%

However,41%of

organizationsare

notlookingtouseChatGPT.

0%

25%

50%

n=85(February2023)

Question:WhatarethepotentialHRusecasesforChatGPTthatyouforeseeforyourorganization?(Selectallthatapply)Source:BenchmarkWithGartner:FairPay,Well-Being

andOtherEmergingIssues(22February)

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59%

Dataprivacyanddecreasedpersonalinteraction

arethetopChatGPTconcerns

PercentageofHRleaders

Other

Lackofaccountability

ComplianceissuesbasedonlegalprovisionsLackoftransparencyduetorelianceoncomplexalgorithmsEthicalconsiderations/absenceofempathy

Technicaldifficulties/glitchesMaintain/updatetoensureit’sprovidingcorrectinformationBias/discrimination

Decreasedpersonalinteraction

Dataprivacy/securityconcerns

4%

19%

24%

28%

35%

35%

39%

46%

50%

0%

60%

30%

n=54(February2023)

Question:Inyourunderstanding,whataresomepotentialconcernsagainsttheuseofChatGPTinHR?(Selectallthatapply)Source:BenchmarkWithGartner:FairPay,Well-BeingandOther

EmergingIssues(22February)

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Nearlyhalfoforganizationshavenotfinalized

guidanceonAIchatbots

PercentageofHRleaders

NoticethatinformationprovidedtoAIchatbotsdoesn'tremainconfidential

NoticethattheinformationAIchatbotsprovideisn'treliable

NoticethatusingtextprovidedfromAIchatbotscanbeanalyzedtoshow

thetextwasgeneratedbyAIProhibitusingAIchatbotsforanybusinesspurpose

Ourguidanceisn'tyetfinalized

Wedon’tplantoissueanyguidance

Other

n=62(February2023)

Question:IfyouhaveissuedguidancetoyourorganizationonAIchatbotssuchasChatGPT,whatdiditinclude?(Selectallthatapply)Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February)

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10%

8%

5%

3%

48%

34%

5%

0%

50%

25%

Career

Mtanagmementr

18

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PercentageofHRleaders

Other

ReviewnoncompeteclausesBuildorinvestinagigmarketplace

Internalcareerfair Offercareercoaching/adviceOfferformalmentoringprograms

Provideopportunitiesforsecondments/stretchprojectsFocusonupskilling,reskillingandcross-skilling

Providecareerpathingguidance

Careerpathingandupskillingarethetopcareer

managementstrategies

4%

1%

7%

8%

29%

38%

44%

56%

57%

0%

10%

n=84(February2023)

Question:Whatarethecareermanagementstrategiesthatyourorganizationisexploringfor2023?(Selectallthatapply)Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February)

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20%

30%

40%

50%

60%

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TrendingIssues

BBenchmarkyourtresponsetopersistent

ocurrentgissuesinthetlabormarket

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Employee

Wellprbneingutyour

77%

Mental/Physicalawarenessprogramsarethetop

employeewell-beinginitiative

PercentageofHRleaders

Other

Encouragebike-to-workdays

Recognizetoptalentwithgiftsthatinspirewell-being/connection

OfferextendedvacationsPeriodicemployeewell-beingsurvey

Encourageemployeestocollaborateacrossteams/expandsocialcirclesPeriodicvirtualwellnessevents/programs

Setupvolunteerprograms/volunteeringdays

Collaborationwithfitnessapps/promotingorgwidefitnesschallenges

Mental/physicalhealthawarenessprograms/activities

2%Feb-23

3%

2%Jan-23

3%

9%

8%

9%

6%

27%

26%

31%

27%

40%

44%

42%

43%

42%

40%

72%

0%

40%

n=113(February2023),98(January2023),71(October2022)

Question:Whataresomeofthekeyinitiativesthatyourorganizationistakingorplanningtotaketosustainemployeewell-being?(Selectallthatapply)

Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February),BenchmarkWithGartner:EmployeeEngagementandOveremploymentChallenges(18January),

StrategiestoAttractandRetainTalentinTimesofEconomicVolatility(19October)

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80%

Organizationsensurefinancialwell-beingwith

401(k)/retirementplans

PercentageofHRleaders

Majorityoforganizationsalsoprimarilyprovidefinancialwell-being/managementtoolsandofferfinancialwellnesseducationprograms.

77%

70%

67%

Offer401(k)/retirementplans

Providefinancialwell-being/managementtools

Offerfinancialwellnesseducationprograms

39%

Includeexpensiveexpendituresliketuition

reimbursement/health-in-benefitspackage

22%

Includesmallerexpenseslike

memberships/meals-in-benefitspackage

17%

OfferESOPsorESPP

10%

Ensureemployeecompensationsisinflation

adjusted

6%

Providelegalfeereimbursements

1%

Other

0%

n=69(February2023)

Question:Howisyourorganizationensuringfinancialwell-beingofyouremployees?(Selectallthatapply)

Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February)

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35%

70%

FairPay

Benchmarkprojectionsaboutyour

operatingenvironment

24

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HRleadersforeseevariedcompensation

challengesin2023

PercentageofHRleaders

Dealingwithpayexpectations/increments

BalancingmarketcompetitivenesswithcostcontrolPaytransparencyPayequity

RapidlychangingsalarylandscapeCompression

ChangesinpaylawsWagesforhourlyworkers

Other

69%

62%

53%

46%

34%

33%

21%

11%

1%

0%

n=98(February2023)

Question:Accordingtoyou,whatcouldbepotentialcompensationchallengesin2023?(Selectallthatapply)

Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February)

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40%

80%

Nearlyhalfoforgswillincreasebasepayto

attractandretaintalent

PercentageofHRleaders

BasepayincreasesforcriticaltalentUpdatingtheorganization'spayphilosophy

IncreaseduseofspotbonusesIncreaseduseofretentionbonusesIncreaseduseofprojectbonuses

WideruseofLTIsIncreasedfrequencyofSTIbonuspayoutsNoneoftheabove

Other

30%

27%

19%

12%

8%

5%

14%

3%

45%

0%

25%

n=74(February2023)

Question:Areyouconsideringanyofthefollowingchangestoyourcompensationstrategiestohelpattractandretaintalentin2023?(Selectallthatapply)Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February)

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50%

Topstrategiestomanageoveremploymentare

increasingpayanddevelopment

PercentageofHRleaders

Sharingtheorganization'scompensationphilosophy

Salaryranges/joblevelsforallroles

Sharingsalaryrangesinalljobpostings

Sharingtheorganization'sstrategyforhowpayisdetermined

SharingsalaryrangesonlyinjobpostingsingeographieswhererequiredSalaryranges/joblevelsforeachemployee'scurrentroleDistributionstatisticsforsalarieswithinroles

Noneoftheabove

Other

46%

46%

32%

31%

26%

16%

1%

9%

3%

0%

n=68(February2023)

Question:Whichofthefollowingstrategiesisyourorganizationplanningonimplementingin2023toimproveandmaintainpaytransparency?

(Selectallthatapply)Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February)

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25%

50%

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Noncompete

Ahmreementtsyou(rNCA)

7%

7%

44%

Mixedresultsforuseofnoncompeteagreements

PercentageofHRleaders

Wehaveanoncompeteclauseforallemployees

Wehaveanoncompeteclauseforfrontlineworkers

Wewilleliminatenoncompetepolicyincountrieswheretheyarebanned

Wedon'thaveanoncompeteclause

Other

23%

37%of

organizationshave

anoncompete

agreement.

44%oforganizations

donothaveanoncompeteagreement.

19%

50%

0%

25%

n=73(February2023)

Question:Inwhichworkforcesegmentsdoesyourcompanyincludeanoncompeteagreement(NCA)foremployees?

(selectone)Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February)

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Orgswilloffergrowthopportunitiesinresponse

toFTCbanonNCAs

PercentageofHRleaders

47%

41%

38%

38%

34%

Offerlearning/growthopportunities

Competewithcompetitorsalaries

Increasemarketingofemployeebenefits

Increasefocusonwork-lifebalance

Provideeaseininternalmobility

33%

Offerretentionbonus

31%

12%

Recognizetalentthatareculturefitstotheorganization

Other

0%

25%

50%

n=58(February2023)

Question:Withtheproposedbanonnoncompeteagreements,howwillyourorganizationprepareforlosingvaluabletalenttocompetitors?

(Selectallthatapply)Source:BenchmarkWithGartner:FairPay,Well-BeingandOtherEmergingIssues(22February)

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Orgswillbenefitfromaccesstomoreskilled

workerswithNCAban

PercentageofHRleaders

AccesstoalargerpoolofskilledworkersImprovedcompetitionfortalent

Greaterworkplacediversity

Improvedbusinessperformance/increasedproductivityEnhancedreputation

Improvementinretention

Increasedrevenue

Increasedcustomer/clientsatisfactionlevels

Other

72%

48%

46%

13%

11%

9%

9%

6%

7%

0%

n=54(February2023)

Question:Withtheproposedbanonnoncompeteagreements,howwillyourorganizationbenefitfromtheincreasedavailabilityoftalent?

(Selectallthatapply)Source:BenchmarkWithGartner:FairPay,Well-Being