Nowadays, to stay competitive, corporations feel a need to upgrade the existing business strategies continuously, thus self-adjusting to the market environment. The companies, to stand out and accustom to the market shifts, tend to transform and adapt in every field of their expertise. In modern strict business surrounding, executives face numerous challenges in organizational activity, having managers dealing with workers’ motivation. The studies showed the considerable aspect of employee encouragement is the financial reward and several benefits the employer can offer. Meanwhile, the effect of the compensation and benefits remain the major topic of scholar discussion, as, although the non-financial leverages affect the loyalty and productivity even more, their implementation can sufficiently result in the employees’ retention. Actual Compensation Challenges Globalization touches on various aspects of a business and thus drives major organizational changes. In the case of employee relations, the companies, due to global processes, are becoming rather providers of goods for the subordinates, who, as customers, may choose another job supplier anytime. In such a situation, compensation and benefits management plays a crucial role in deterring subordinates from switching the workplaces. According to the study, retention of talented employees is modern corporations’ major concern, and the managing seniors are developing strategies of employees’ improvement and recruiting experts to ensure long-term resource advantage (Oladapo 20). The study’s findings are that, along with supportive surrounding and possibility to combine professional and private life, the decisive retaining measure is providing decent compensation and benefits for the employees (Oladapo 22). Moreover, the issue of financial inequity becomes urgent, as the wages can be easily monitored by employees, who can compare the compensations in the labor market and leave the job for better prospects (Oladapo 23). Considering the broad perspective, the companies face the challenge of employee turnovers, partially provoked by compensation and benefits dissatisfactory. Compensation Improvement Strategies As with any other field of a corporation’s activity, the labor management, including that of employees’ compensations regulation, should define the strategies for implementing changes. The studies on the matter provide substantial resolutions on how to improve the compensation procedures so that the top talents and valuable employees remain devoted to their employer. One research states that the retaining issue is solved by common efforts of HR, compensation, and benefits specialists (Oladapo 23). Among the compensation professionals’ tools, there is market equity analysis, enrolling incentive pays and several bonuses, and providing stock options for the workers (Oladapo 23). Another study also sought for compensation improvement strategies and formed several areas of precise attention. These are compensation structure, procedures, types, and fairness and equity (Bryant and Allen 171). For example, within the structure, dispersion between the highest and the lowest wages results in turnover rate of both managers