Despite the salary increase pattern that the government seeks to control based on the data of inflation that slows down, There are companies in the industrial sector that foresee an average adjustment in salaries of 32% in 2025, according to the data provided by the most recent edition of the “Compensation, Benefits and Talent” report by PWC Argentina. Precisely the CPC reduction and a stabilized dollar -For the departure of the stocks- are the aspects that the companies contemplate for the application of their policies.
The work offers an updated radiography on how organizations are adapting their human resources policies to a new economic and technological environment.
The study relieved more than 300 positions in 178 organizations from different industries. The results also indicate that, given the decline in inflation, this year there is a return to more spaced settings schemes: “While the quarterly scheme continues to predominate, the survey shows an increase in the segment of companies that apply four -monthly and even semiannual schemes. This is an indicator that companies no longer respond to inflationary emergencies, but have the ability to plan with greater predictability, ”says PWC.
Downward inflation and stable dollar, the keys
“The reduction of inflation and the stabilization of the exchange rate opened a margin of maneuver for many companies. This not only allows them to project salary policies with greater certainty, but also concentrate on other key priorities such as talent development, technological adoption and organizational transformation, ”he explained Damián Vázquezpartner of PWC Argentina leader of Management Consulting.
As for the salary structure, The directors continue to lead the evolution of their income with an average base salary of around $ 12,000,000, followed by managers, with $ 6,500,000 and bosses with $ 3,700,000. These values - they are clarified – vary depending on the size of the organization, its industry and the areas.
Greater economic predictability and AI at work
In this context of greater economic predictability and reorganization of compensation policies, it is that the PWC report indicates that “Organizations also face the challenge of adapting to deeper transformations linked to technology.” It is thus indicated that digitalization and, in particular, AI, are redefining not only internal processes, but also employee expectations and concerns. And it is noted that “understanding how these trends impact the organizational culture and talent management is vital to anticipate the changes that are already underway.”
On the present of the AI in Argentina, it is reported that 76% of the companies claim to be using that tool at different organizational levelsaccording to the 28th Annual Global Survey of CEO (Argentine Chapter). “However, this technological transformation raises an urgent challenge for human resources areas: how to accompany teams in this change without leaving anyone behind?” PWC points out.
On the other hand, according to the Global Workforce Hopes & Fears 2024 survey, less than 30% of workers believe that AI will generate professional development opportunities. “This perception reveals a gap between the technological advance and the emotional and professional preparation of people,” it is indicated.
The results of a recent poll of the consultant, reinforces that idea: 58% of companies recognize not to have the technical skills necessary to implement AI, and 36% identify cultural barriers or change resistance. In addition, 48% of collaborators express concern about changes in work dynamics.
“Technology cannot be implemented without a strategy focused on people. That is why it is essential to accompany changes with training instances and a culture that promotes adaptation, continuous learning and well -being,” he said Mariela Rendónsenior manager of the PEOPLE & ORGANITION PRACTICE OF PWC Argentina.
Source: Ambito
