EMBRACE REWARD MANAGEMENT.

OVERVIEW

E Employee Centred

M Managing Change

B Benchmarking

R Reward

A Analysis

C Compensation Programmes

E Engagement

STEVE WALSH

Chartered Member of the Institute of Personnel and Development M.A. Human Resources Management B.Sc. Immunology International Reward and Human Resources Management expertise Strategy development and management of Reward in the following Global Brands:

CASH COMPENSATION

• Defining which market you are in and the one you want to be in. Everyone will have a view on this. We can help explore the implications and come to an agreed position.

Salary Market Position

• Mapping where different employee groups are against that market. Developing actions plans as a result.

Mapping the position

• Employees want to know how to develop their pay. Flexibility, consistency and cost control need to be balanced.

Pay Progression

• Aligning these to business strategy and values, defining eligibility and execution.

Incentive schemes

• Design, alignment, measurement and execution. Management and staff short term and long term.

Bonus plans

JOB LEVELLING / EVALUATION

Career Structure

• Helps people know what the next. appropriate step is for them.

• Helps long term career planning.

Benchmarking

• Removes the need to match every job into a survey.

• Speeds the process.

• Improved confidence in the resulting data.

Organisational Design

• Exposes overlaps and gaps in structure.

• Supports development interventions.

• Helps with employee segmentation.

Equal Pay

• Provides support / evidence of fair pay.

BENEFITS

• Private Medial insurance, health checks and information remain core benefits. Employers and employees value these.

Wellbeing

• All organisations need to provide a workplace pension, life assurance underpins the company’s commitment to it’s people.

Financial

• Discounts at popular high street chains are valued by those with active social lives.

Voluntary

• Child care vouchers and other schemes help employees to manage work life balance and make the most of their employee experience.

Salary Sacrifice

• Choosing the right benefits for each stage of a career / lifestyle.

Flexibility

EMPLOYEE ENGAGEMENTHOW PEOPLE FEEL ABOUT WORKING HERE, AND HOW WILLING THEY ARE TO APPLY DISCRETIONARY EFFORT

Gallup 12

Predictability

Perception of reward

Gallup defined 12 factors that influence employee engagement.

Employees have expectations. When these are met they feel more secure, develop trust and this supports engagement.

Perception of reward is relative. Management

RECOGNITION

Employee Recognitio

n

Instant Recognition

Values based nomination and awards

Managing Directors discretionary award