Why would an employer pay its tech workers extra cash for a skill or certification if they're already getting a salary and annual bonus?

There are a dozen good reasons why, and they all share one thing in common: None would be necessary if the company's compensation structure and pay practices were agile enough to successfully compete for talent in volatile labor markets. The nature of the tech labor marketplace is exactly that, where the market value of a job or skill can move like a roller coaster depending on what’s hot and what’s not at any given moment. If your employer doesn't have built-in flexibility to react quickly and correctly, it will struggle to find and keep people to execute tech-enabled business strategies.

Register or login for access to this item and much more

All Information Management content is archived after seven days.

Community members receive:
  • All recent and archived articles
  • Conference offers and updates
  • A full menu of enewsletter options
  • Web seminars, white papers, ebooks

Don't have an account? Register for Free Unlimited Access