DUBLIN--(BUSINESS WIRE)--Research and Markets(http://www.researchandmarkets.com/research/f69657/salary_compensat) has announced the addition of the "Salary & Compensation: ASTD's Learning and Development Industry Report 2011" report to their offering.
As compensation professionals will attest, a large variety of factors drive compensation, and these factors and their impact can vary from organization to organization. But analysis of survey results bear out the predictions of labor economics theory - that it pays to be better educated and more experienced. Economists consider education and experience to constitute elements of human capital that earns workers an economic return or a premium in terms of higher pay relative to those who have less education and experience. L&D professionals are a relatively well-educated group. Graduate education attainment - and particularly advanced degrees such as doctorates - result in higher salaries. Investment of time, energy, and fees toward professional certifications also yield a pay premium. Experience also pays off in the longer term. Ten years of experience results in a noticeable bump in salaries. The biggest leaps, however, come after 20 years of experience. The gender salary gap persists. There has been no change in the gap since 2007. Women's median salaries are between $70,000 and $80,000, while men's median salaries are between $80,000 and $90,000. The proportion of men earning a salary of $120,000 or more is twice that of women. The survey shows that women are not represented in the higher paying categories of the L&D profession to the degree that men are. There is a dearth in executive ranks, in the higher compensated L&D specialties, among those with advanced degrees, and among those with over 20 years of experience. These findings explain some of the gender salary gap. Macroeconomic trends, labor market developments, and companies' human capital strategies with respect to L&D will determine how compensation evolves for L&D professionals. As the economic recovery continues and organizations refocus their attention from bottom line concerns to the quality of their workforce, the value - and consequently the compensation - of L&D professionals will be bid up.
Key Topics Covered:
- Executive Summary
- Introduction
- Section 1: Show Me The Money
- Section 2: Reversion To The Median
- Section 3: Human Capital
- Section 4: Benefits Are At The Fringe
- Section 5: Gender And Pay Disparity
- Conclusion
- References
- About The Authors And Contributors
- About The Contributing Organizations
- Appendix: Salary And Compensation Survey
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