In addition to the 5.2% salary increase, there are risk factors that companies must analyze by 2022

The companies foresee an increase in base salaries for 2022 of approximately 5.2%; where the automotive section ranks first, followed by pharmaceutical and high-tech; companies must face a shortage of talent, new labor schemes and changes in the business due to the disappearance of outsourcing.

In the presentation of the survey “The Industry in General, Outlook and Current Trends in Employee Compensation and Benefits”Carried out by the firm Willis Towers Watson, it was reported that, despite the complications of the economy, only 2% of companies anticipate that they do not register an increase in the salary of their employees.

Likewise, in the trends expected for next year, the energy sector will be the most affected by the increase in base salary with 4.0%; well below the inflation forecast at the end of the year.

“Companies are seeking to respond to the new needs of the way of working, ensuring they continue with a healthy balance of attracting talent retention, we observe the greatest growth in the areas of logistics, marketing, general services and data science to be able to face new challenges” said Claudia Álvarez, Director of Talent and Rewards at Willis Towers Watson.

Changes in PTU benefits

Given the changes in subcontracting, and foreseeing that companies must face the payment of profits to workers (PTU); It was reported that the companies plan to cushion the impact by modifying elements such as benefit packages and compensation of salaries.

Thus, 22% are considering an amortization of compensation by modifying salaries and benefit packages and 22% consider that they can face the payment of PTU, “Considering this as part of the variable compensation”.

It should be noted that the benefits offered to employees will suffer modifications as a result of the pandemic; for example, those who are provided with a car, because in the face of the work scheme such as Home Office, it does not require that they continue to invest in it, which will lead to change the policies in the methods of acquisition and financing of the cars and of course the reduction of budgets.

On the other hand, it should also be noted that the digital talent It is highly requested and difficult to retain in companies, so companies will have to present attractive offers that consider salaries and social benefits.

The Business are seeking to respond to the new needs of the way of working, ensuring continuing with a healthy balance of talent attraction and retention.

A great post-pandemic challenge, they detailed, is digital transformation, which is why organizations are investing in integrating automation and digitization into their systems to achieve a competitive advantage.

Among the actions they are implementing are all those related to Big Data, artificial intelligence, cybersecurity, creative design, blockchain and cloud, digital marketing, program management and web, mobile and application development; with point technology and the right talent.

The main challenges that organizations face when faced with the supply and demand of digital talent are the scarcity of digital talent (9 out of 10 companies have difficulty attracting and retaining digital talent), high costs and differentiated payment for abilities (skills).

The 5 main lessons learned from the compensation of a crisis are:

  1. Reduce costs to protect our employees.
  2. Appreciate essential and critical talent
  3. Rethink and restructure total compensation (insourcing / outsourcing / digital).
  4. Accelerate digital transformation.
  5. Guarantee fair and equitable compensation for all.


Leave a Comment