Insperity Announces Talent Strategy Research
Insperity (NYSE: NSP) released a study analyzing Total Rewards programs across companies, based on a survey of 1,200 executives in 2024. The research reveals that high-performing companies don't necessarily offer more comprehensive rewards packages than peers, but rather excel through strategic implementation and alignment with business goals.
Key findings show that top performers are nearly twice as likely to rate their talent strategy as 'excellent' compared to standard companies (44% vs 24%), and significantly more likely to consistently use their Employee Value Proposition (67% vs 38%). They also demonstrate superior communication of Total Rewards benefits (45% vs 31%) and are more strategic in implementing non-cash rewards to reinforce business goals.
Insperity (NYSE: NSP) ha pubblicato uno studio che analizza i programmi di Total Rewards nelle aziende, basato su un sondaggio di 1.200 dirigenti nel 2024. La ricerca rivela che le aziende ad alte prestazioni non necessariamente offrono pacchetti di ricompensa più completi rispetto ai concorrenti, ma eccellono nella loro implementazione strategica e nel allineamento con gli obiettivi aziendali.
Le principali scoperte mostrano che i migliori performer hanno quasi il doppio delle probabilità di valutare la loro strategia di talenti come 'eccellente' rispetto alle aziende standard (44% contro 24%), e sono significativamente più propensi a utilizzare la loro Proposta di Valore per i Dipendenti con coerenza (67% contro 38%). Dimostrano anche una comunicazione superiore dei benefici dei Total Rewards (45% contro 31%) e sono più strategici nell'implementare ricompense non monetarie per rafforzare gli obiettivi aziendali.
Insperity (NYSE: NSP) publicó un estudio que analiza los programas de Total Rewards en las empresas, basado en una encuesta a 1.200 ejecutivos en 2024. La investigación revela que las empresas de alto rendimiento no necesariamente ofrecen paquetes de recompensas más completos que sus pares, sino que sobresalen por su implementación estratégica y alineación con los objetivos comerciales.
Los hallazgos clave muestran que los mejores desempeños tienen casi el doble de probabilidades de calificar su estrategia de talento como 'excelente' en comparación con las empresas estándar (44% frente a 24%), y son significativamente más propensos a utilizar consistentemente su Propuesta de Valor para los Empleados (67% frente a 38%). También demuestran una comunicación superior de los beneficios de Total Rewards (45% frente a 31%) y son más estratégicos al implementar recompensas no monetarias para reforzar los objetivos comerciales.
Insperity (NYSE: NSP)는 2024년에 1,200명의 임원을 대상으로 한 설문조사를 바탕으로 기업의 Total Rewards 프로그램을 분석한 연구 결과를 발표했습니다. 연구에 따르면 높은 성과를 내는 기업은 동료들보다 더 포괄적인 보상 패키지를 제공하지는 않지만, 전략적 구현 및 비즈니스 목표와의 정렬을 통해 뛰어난 성과를 보입니다.
주요 발견에 따르면, 최고 성과자는 표준 기업에 비해 인재 전략을 '우수'로 평가할 가능성이 거의 두 배에 달하며 (44% 대 24%), Employee Value Proposition을 일관되게 사용할 가능성이 훨씬 더 높습니다 (67% 대 38%). 또한 Total Rewards 혜택을 보다 효과적으로 전달하며 (45% 대 31%), 비즈니스 목표를 강화하기 위해 비현금 보상을 구현하는 데 더 전략적입니다.
Insperity (NYSE: NSP) a publié une étude analysant les programmes de Total Rewards au sein des entreprises, basée sur une enquête auprès de 1 200 cadres en 2024. La recherche révèle que les entreprises performantes n'offrent pas nécessairement des packages de récompense plus complets que leurs pairs, mais excellent plutôt par une mise en œuvre stratégique et un alignement sur les objectifs commerciaux.
Les principales conclusions montrent que les meilleurs performeurs ont presque deux fois plus de chances d'évaluer leur stratégie de talents comme 'excellente' par rapport aux entreprises standards (44 % contre 24 %), et sont significativement plus susceptibles d'utiliser de manière cohérente leur Proposition de Valeur pour les Employés (67 % contre 38 %). Ils démontrent également une communication supérieure des avantages des Total Rewards (45 % contre 31 %) et sont plus stratégiques dans la mise en œuvre de récompenses non monétaires pour renforcer les objectifs commerciaux.
Insperity (NYSE: NSP) hat eine Studie veröffentlicht, die Programme für Total Rewards in Unternehmen analysiert, basierend auf einer Umfrage unter 1.200 Führungskräften im Jahr 2024. Die Forschung zeigt, dass hochleistungsfähige Unternehmen nicht unbedingt umfassendere Belohnungspakete anbieten als ihre Mitbewerber, sondern vielmehr durch strategische Umsetzung und Abstimmung mit den Unternehmenszielen glänzen.
Wesentliche Ergebnisse zeigen, dass Top-Performer fast doppelt so wahrscheinlich ihre Talentstrategie als 'ausgezeichnet' bewerten im Vergleich zu Standardunternehmen (44% vs. 24%) und deutlich wahrscheinlicher ihre Employee Value Proposition konsequent nutzen (67% vs. 38%). Sie weisen auch eine überlegene Kommunikation der Total Rewards-Vorteile auf (45% vs. 31%) und sind strategischer bei der Implementierung von nicht-monetären Belohnungen zur Verstärkung der Unternehmensziele.
- Research validates company's expertise in HR solutions and talent management
- Large-scale study with 1,200 executive participants demonstrates substantial market research capability
- Findings position Insperity as a thought leader in Total Rewards strategies
- None.
Insights
This research reveals a strategic shift in talent retention approaches, where top-performing companies aren't winning through higher compensation but through smarter deployment of Total Rewards programs. The finding that market leaders achieve better outcomes without necessarily offering more generous packages challenges conventional wisdom about talent acquisition costs.
The stark contrast in EVP utilization (
Interestingly, standard performers rely more heavily on performance-based financial rewards (
The study's findings highlight a critical paradigm shift in human capital management. The revelation that top performers are nearly twice as likely to rate their talent strategy as "excellent" (
The consistent application of EVP throughout the employee lifecycle emerges as the most significant differentiator between high and standard performers. This indicates that the effectiveness of Total Rewards programs lies more in their strategic integration with company culture and clear communication than in their monetary value. For Insperity's business model, these insights could lead to enhanced service offerings focused on strategic implementation rather than just benefits administration.
Findings reveal Total Rewards programs are a strategic asset for top-performing companies
“The research highlights the critical role of strategy in talent management,” said Megg Withinton, Insperity vice president of enterprise analytics. “Total Rewards are most effective when they are strategic, align with current talent strategies and are communicated effectively for overall success and business outcomes.”
Respondents were categorized into top performers or standard performers based on their self-reported performance across key metrics, including talent acquisition and retention, customer growth and overall business outcomes.
The key findings provide insight into how top-performing companies leverage Total Rewards as part of their overall talent strategy to drive organizational success. Surprisingly, market leaders don’t necessarily offer more robust Total Rewards packages. Instead, they distinguish themselves through strategic implementation and precise alignment with business needs and talent goals.
The research found that top-performing companies optimize the impact of their Total Rewards through:
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Culture and talent strategy: High performers build their Total Rewards programs on a foundation of mature talent strategy and people-first culture. These companies are nearly twice as likely to rate their talent strategy as "excellent" as compared to standard performing companies (
44% vs24% ). -
Employee value proposition (EVP): A well-crafted EVP guides talent decisions, with leading companies significantly more likely to consistently use their EVP throughout the employee life cycle of recruiting, hiring, onboarding and engaging employees than standard performing companies (
67% vs38% ). The consistent use of an EVP represents the largest performance gap between top performers and standard performers identified in the research. -
Communication: Top performers excel at conveying the value of their Total Rewards package throughout the employee journey, from recruitment through ongoing employment (
45% vs.31% for standard performers). This consistent communication strengthens their talent strategy and deepens employee engagement. -
Targeted rewards: While companies broadly agree that Total Rewards components drive business outcomes, top performers distinguish themselves from standard performers through superior execution. For example, they're more strategic in their use of non-cash rewards and in offering more substantial recognition to reinforce key behaviors and business goals rather than spreading rewards thinly across the organization. The findings reveal:
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Base compensation is viewed as a critical tool for both top and standard performing companies (
38% ) to attract and retain talent. -
Performance-based financial rewards such as bonuses, commissions and stock awards are used more standard performers than top performers (
33% vs.26% ).
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Base compensation is viewed as a critical tool for both top and standard performing companies (
To learn more about the research and download the white paper, “Optimizing Your Talent Strategy: Increasing Your Total Rewards Impact,” click here.
About Insperity
Since 1986, Insperity’s mission has been to help businesses succeed so communities prosper. Offering the most comprehensive suite of scalable HR solutions available in the marketplace, Insperity is defined by an unrivaled breadth and depth of services and level of care. Through an optimal blend of premium HR service and technology, Insperity delivers the administrative relief, reduced liabilities and better benefit solutions that businesses need for sustained growth. With 2023 revenues of
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Cynthia Murga
Director of Public Relations
713-324-1414
Media@Insperity.com
Source: Insperity, Inc.
FAQ
What are the key findings of Insperity's (NSP) 2024 Total Rewards research?
How do top-performing companies differ in Total Rewards implementation according to NSP's study?
What percentage of companies use base compensation as a critical tool according to Insperity's 2024 study?
How do performance-based financial rewards differ between top and standard performers in NSP's research?
