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In today's competitive business landscape, attracting and retaining top talent is a priority for companies across various industries. One effective strategy that companies are adopting is the implementation of a flexible benefits scheme.

In the dynamic business landscape of Singapore, small and medium enterprises (SMEs) need to establish an effective and practical compensation and benefits scheme to attract and retain top talent.

In today's competitive business landscape, companies in Singapore are constantly exploring new strategies to optimise employee performance and foster staff loyalty. One effective approach that has gained traction is the use of pay-mix.

Market pricing and salary ranges are two contrasting strategies of managing compensation. One seeks competitiveness over internal equity while the other attempts to strike a balance between the two.

In Singapore, salary compression has become increasingly more prevalent in industries with high demand for skilled workers. This trend is make worse by the tight labor market situation in Singapore and the scarcity of top talent.

Independent Directors/Non-Executive Directors (NEDs') play a critical role in the governance of companies. They are responsible for providing an independent perspective on the company's activities and ensuring that its operations are conducted in a responsible and sustainable manner.

C-suite compensation benchmarking is a crucial part of talent management for any organization. It is essential to ensure that compensation packages for top executives are competitive and in line with industry standards to attract and retain top talent.