The business benefits of being pay transparent
Read more about the authors' findings here
Read more about the authors' findings here
Does having a transparent and open workplace culture regarding pay benefit an organisation? These authors outline the potential advantages and disadvantages of being transparent about pay, and reveal findings from their latest research on the subject.
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Charles has recently led research into the business case for pensions, how front line managers make and communicate reward decisions, and managing reward risks, as well as the creation of a good practice guide on the annual pay review process. He is also responsible for the CIPD’s public policy work in the area of reward and is a Chartered Fellow of the CIPD.
Information on the legal issues relating to employers’ pension obligations and the law relating to voluntary tips and gratuities
Our response to the Low Pay Commission consultation
Katie Stickland, CIPD Knowledge Exchange Manager, reviews research examining how strategies around agile working were utilised within the NHS and distils the lessons for HR professionals, line managers and organisations
We summarise research examining how the way workers are matched to jobs can have important implications for current and future productivity for their organisations
Research examines how organisations can use redeployments to properly manage and grow knowledge sharing across their business and wider networks
Evaluating the pros and cons of working in shared office spaces, and how they impact on productivity