The document discusses compensation strategies and trends. It addresses how compensation connects employees to the organization, should be linked to business strategy, and total rewards approaches include both transactional and relational elements. Changing trends include a diverse multi-generational workforce, more flexible compensation customized to individual needs, continuous performance management, and emphasis on employee wellness. Developing an effective compensation strategy requires understanding these issues.

1. Insights into Compensation Presented by :Prince Augustin 16 th Feb, 2012

4. Answers that we need to Know How do our employees connect with the work place? What behaviors are to be nurtured and rewarded? Are our rewards linked to our business strategy? What do we stand for as an organization? What are our values, what culture would we like to promote?

5. The Linkage to Business Strategy Business Results Business Strategy People Requirements Human Resources Programs (e.g., Compensation, Performance Management) Human Resources Strategy Employee Needs

6. The Total Rewards Approach Compensation Fixed Pay Bonus Plan Long-Term Incentives Development Performance Management Learning and Development Career Opportunities RELATIONAL REWARDS TRANSACTIONAL REWARDS INDIVIDUAL Environment Culture & Climate Work Design & Flexibility Quality of Work Life Benefits Health and Welfare Retirement Paid Time Off Job Evaluation Job level can drive many aspects of compensation Job level provide a framework for career development and succession planning Job level can drive benefit eligibility Many aspects of job leveling can impact organization culture, e.g. Number of levels, factor design, competency link

9. Developing the Compensation Strategy

10. Times they are a Changing …..

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