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Chr Hansen - Global Rewards vision
- 1. Global Rewards & Performance Inspiration Paper January 2018
- 2. 2 TRENDS IN PERFORMANCE AND REWARDS TRANSPARENCY FLEXIBILITY PERSONALISATION TECHNOLOGY
- 3. 3 How are we planning to respond to these trends?
- 4. 4 Our vision is to close the digital gap between every day life and work. IN REWARDS AND PERFORMANCE MANAGEMENT
- 5. 5 In order to achieve that, we will build on three pillars
- 7. We want to ensure that we provide a consistent employee experience across divisions and geographies. In order to achieve this we will review and re-design our core processes in order to create global minimum standards where relevant. 7 Process alignment
- 8. We want to ensure that we create relevant and simple-to-use processes. In order to achieve this we will ask managers and employees and take an end-user perspective when designing processes and systems. 8 End-user perspective
- 9. Technology 9 We want to ensure that we use cutting-edge technology to support our processes. In order to achieve this we have invested and are gradually rolling out SuccessFactors, both in pc and mobile.
- 10. 10 Zone 2018 Zone 2019 Zone 2020 Analytics Line Global Processes Line Rewards Line SuccessFactors Line
- 11. 11 Imagine a future where managers can use their mobile device to… …recruit
- 12. 12 …view their team RECRUIT Imagine a future where managers can use their mobile device to…
- 13. 13 RECRUIT …develop VIEW Imagine a future where managers can use their mobile device to…
- 14. 14 RECRUIT …approve and provide continuous feedback VIEW DEVELOP Imagine a future where managers can use their mobile device to…
- 15. 15 RECRUIT …reward VIEW DEVELOP APPROVE Imagine a future where managers can use their mobile device to…
- 16. 16 RECRUIT …learn VIEW DEVELOP APPROVE REWARD Imagine a future where managers can use their mobile device to…
- 17. 17 RECRUIT …get live analytics VIEW DEVELOP APPROVE REWARD LEARN Imagine a future where managers can use their mobile device to…
- 18. 18 RECRUIT …access everything VIEW DEVELOP APPROVE REWARD LEARN ANALYTICS Imagine a future where managers can use their mobile device to…
- 19. 19 RECRUIT …and we will get there by 2020 VIEW DEVELOP APPROVE REWARD LEARN ANALYTICS Our vision is to close the digital gap between every day life and work ACCESS EVERYTHING
Editor's Notes
- Transparency: This does not mean full disclosure. What is primarily required is transparency of processes, so that employees understand ”how” their performance is evaluated, their bonus is decided and calculated and their salary set. Consistent and transparent processes are key! Flexibility: There are two aspects to flexibility: 1. Annual fixed performance and rewards processes are not anymore best fit for today’s dynamic business environment. Instant recognition and reward is key! 2. Fixed long term employment may no longer be the norm. Contract-based opportunities that offer greater control over time, growth and education becoming more and more common. Personalisation: One-size-fits-all remuneration have been the norm in the past, not least due to process and technology constraints. But as flexibility in the workplace becomes the norm, employees will also want their compensation and benefits packages to become more personalised. Technology: An enabler for all above. Now there are powerful performance and rewards software products to help not only implement flexible arrangements but more importantly, integrate seamlessly between systems and process, thus enabling linkages between job levelling, market benchmarking, and compensation analytics.