With the rise in inflation that is about to close the year above 100%, companies are aiming and sharpening their pencils, especially as regards wage recomposition. In a survey of 424 companies, the 28% stressed that it is between medium and highly likely that it may still make other raises for employees outside the deal in the remainder of 2022 and assume that 2023 will update salaries between 3 and 4 times.
Those who have been consulted believe that even so and everything, wages won’t end up beating inflation this year. According to the latest Willis Towers Watson (WTW) 2022 poll, they have expected an average increase of 89.6% (adding the budget already approved by the companies and the one they have in the process of being approved); while the increase granted to date is on average 76.3% for those outside the convention.
With a baseline inflation of 92% predicted by those consulted, salaries for items such as the Construction, with 99.4%; That of the Industry, with 98%; That of the Retail, with 97.2%; That of the Oil, with 96.9%; the Tourism, with 95.8%; Energy, with 95.6%; Iron, aluminum, mining and metallurgy, with 94%; Chemistry, with 93.3%; Banks and finance companies, with 92.4%.
Very close to but below that estimate (although above the expected average increase), are the following: Agriculture, with 91.8%; Y Logistics; and Transportation and Automotive, with 90%each.
The following have been registered under this brand: Fintechs, 87.5%; Consumption, 87.3%; Communications/Entertainment (TV, newspapers, magazines) e High technology, 87%each; Services and Insurance, 85.3%, respectively; among others.
Wage adjustments in 2022 increased from 2 on average to 4, according to 40% of respondents, and lay the groundwork for 2023, in which consultancies understand that this trend is here to stay, anticipating that no sharp decline in the monthly CPI mark is expected next year.
Marcela Angeli, director of Work & Rewards for WTW, told Clarín “The highlight of this year was having to increase the number of raise opportunities, from 2 to 3 that the companies had, to go from 2 to 5, and this of reviewing and adjusting the budget almost every month”.
According to his explanation, this phenomenon “has not been seen since the end of convertibility, and is also felt the bases that companies will give raises between 3 and 4 times as something fixed, It means we quit the 2 times that had happened so far.”
Telework
According to Bumeran’s latest study, 88% of HR specialists believes the future trend indicates a reduction in working hours.
The study, which was attended by 691 HR professionals from the region: 330 from Argentina, 215 from Chile, 67 from Ecuador, 45 from Panama and 34 from Peru, explored shortening the working day, its benefits and its difficulties.
In Argentina, 88% of the specialists interviewed believe that the future trend points towards a shorter working day. Even if it seems a high number, compared to other countries it is one of the lowest. Above they are Chile and Ecuador with 94% and Peru with 91%; below, alone Panama with 75%. The regional average is 90%.
62% of specialists in Argentine HR believes that it is possible to implement a reduction in working hours. But what kind of reduction would they implement? 52% opted to “reduce the number of hours worked per day” and 48% opted to “reduce working days to 4”.
Despite 62% saying that it is possible to implement the reduction of working hours, only 7% plan to do so.
And the rest of the region? In Chile, 42% are considering reducing working hours; 14% in Ecuador; 16% in Panama and 13% in Peru. The regional average is 19%.12 percentage points above the Argentine percentage, which is the lowest in the region.
NS
Source: Clarin
