2. OVERVIEW
E Employee Centred
M Managing Change
B Benchmarking
R Reward
A Analysis
C Compensation Programmes
E Engagement
3. 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:
4. 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
5. 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.
6. 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
7. EMPLOYEE ENGAGEMENT
HOW 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
