Must list these resources below:

Martocchio, J. J. (2020). Strategic compensation: A human resource management approach (10th ed.). Upper Saddle River, NJ: Pearson

Fulmer, I. S., Gerhart, B., & Kim, J. H. (2023). Compensation and performance: A review and recommendations for the future. Personnel Psychology, 76(2), 687-718. https://doi.org/10.1111/peps.12583

Rotman, A., & Mandel, H. (2023). Gender-specific wage structure and the gender wage gap in the U.S. labor market. Social Indicators Research, 165(2), 585-606. https://doi.org/10.1007/s11205-022-03030-4

Vuong, T. D. N., & Nguyen, L. T. (2022). The key strategies for measuring employee performance in companies: A systematic review. Sustainability, 14(21), 14017. https://doi.org/10.3390/su142114017

Schumann, L. (2024). Pay transparency and pay communication. Compensation and Benefits Review, 56(1), 7-15. https://doi.org/10.1177/08863687231200082

1. This chapter (Epilogue) discusses five important issues that will shape compensation professionals’ work for years to come. Briefly explain why these issues can become so influential. Finally, which one of these issues stands to create the greatest uncertainty for compensation professionals? Explain.

The 5 Important Issues that will shape compensation are: 1) Increase in Federal Minimum Wage, 2) Compensation Productivity Gap, 3) Performance Appraisals, 4) Pay Transparency, 5) Gender Gap