Today's accelerated digital transformation is bringing unprecedented demand for technology jobs and expertise. Keeping up with the blistering pace of change all while understanding the ins and outs of your workforce is challenging. Today’s tight labor market means that you need to anticipate your next workforce challenge, predict your labor costs, and understand how to adapt in order to compete. Wouldn’t it be nice to have a global source of compensation data and workforce analytics, along with benchmarks and modeling capabilities?
Mercer | Comptryx, a premier online solution for technology-focused companies, provides 4-in-1 industry benchmarking, comprising international compensation data. Use the rich database to explore beyond pay, with easy-to-understand insights that compare your key workforce metrics to your competitors in areas like retention rates, total and voluntary turnover, gender, ethnicity, and more. Reporting data across the globe with 12 industry sectors and numerous business critical functions, such as - cybersecurity, cloud services, software engineering - so you can understand demographic trends, helping you build customized offerings that outshines your competitors.
with Mercer | Comptryx, gain access to data that covers:
How is the workforce composition of technology companies changing? Is our corporate goal of transitioning R&D staff to more affordable locations being realized? Has our average pay globally decreased as a result?
Has female representation changed in various roles/jobs in locations across the globe? Is the wage gap closing in our organization on a - job by job and country by country basis? How effective have our diversity programs been relative to those of our peers?
Has our strategy to tailor our compensation to better retain talent in key roles resulted in decreased turnover in the years since these programs have been implemented? Are our hiring vs. turnover rates changing in a predictable way that supports our headcount targets? How does our pace of attracting and retaining talent compare with that of our peers?
Are there pockets in our population where a significant number of staff are trending closer to retirement age? Given that our management staff continues to of comprise much younger employees as compared to the market, do we have enough experience in our management ranks to lead the company effectively?
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