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As more commercial organisations move into the Care and Social Services Sectors, they may need to take a leaf out of the books of their not-for-profit peers, who are setting a strong example for employee reward and remuneration.
With a large number of organisations using remuneration benchmarking to determine employee pay levels and structures, the importance of reliable data is paramount. But with limited survey data often making it difficult to develop adequate sample sizes, the process of developing an ideal sample size can become subjective - and therefore less consistent and reliable. Can a more scientific approach be applied?
Do you wonder how your talent practices compare with others? Read this post to transform your benchmarking and gain competitive advantage.
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