Total Rewards Strategy- Debra Corey
•
3 likes•534 views
This presentation was conducted by Debra Corey, Group Reward Director at Reward Gateway, at the HR Innovation and Strategy Meeting Spring 2016.
Report
Share
Report
Share
Download to read offline
Recommended
Total Rewards Strategy by Derek Hendrikz
Total Employee Rewards Strategy Development by Derek Hendrikz covers foundational, performance-based, career, environmental, bonus plans and benefits.
www.derekhendrikz.com
Total rewards
The document discusses strategic reward systems for employees. It states that effective reward systems address compensation, benefits, recognition, and appreciation, and are aligned with business strategies and goals. It emphasizes that reward systems should recognize both performance and behaviors. Performance is easier to address through goals and incentives, while rewarding specific behaviors requires identifying the behaviors important to the company. An effective strategic reward system considers all elements, drives the right behaviors and goals, and does not neglect recognition and appreciation.
Total rewards communication & framework overivew 2015
The document discusses The Lantern Group's services for developing total rewards frameworks and communicating incentive compensation plans. It outlines a three-step process for total rewards that includes conducting an audit, incentive plan modeling/testing, and incentive plan communication. The Lantern Group helps clients with the communication piece, developing communication campaigns using workshops, guides, videos and other materials to improve understanding of incentive plans and drive desired behaviors. The goal is to maximize the effectiveness of incentive plans through better communication and alignment with total rewards strategies.
Management of Reward Strategy to drive superior performance1
This document outlines a company's total rewards strategy to attract, retain, and motivate top talent to drive superior performance. The strategy includes competitive compensation and benefits, work-life balance programs, recognition awards for high performers, and opportunities for career growth. Performance management and talent development processes are also discussed to ensure goals are set and employees' strengths and weaknesses are identified to help them improve. The rewards strategy is designed to align with the company's mission, values, and business objectives. Suggestions for enhancing the strategy include improving communication of benefits and making the programs more flexible and global.
TIPS & TOES: TOTAL REWARD STRATEGY FUELS GROWTH
Tips & Toes is a leading nail spa chain in the UAE looking to expand. Its General Manager, Ms. Ghafurian, noticed key weaknesses in competitors like same experiences and underinvestment in training. She differentiated Tips & Toes through relaxed customer experiences, product innovations, and a total rewards strategy for employees including training, bonuses, and career growth. However, high employee turnover remains a challenge due to job switching culture and competitors offering higher pay.
Strategic total rewards management remuneration and rewards summit 11 june 2014
The document outlines the agenda and content for the first day of the Smart-Link Consultancy Remuneration and Rewards Summit 2014. The day will include workshops on strategic total rewards management, utilizing rewards to attract and retain talent, engaging and motivating employees, and benchmarking rewards programs. Specific topics that will be covered include rewards strategies, compensation practices, performance management, and employee motivation. The goal is to help organizations develop effective and aligned total rewards programs.
Employee recognition
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
Creating a Superior Employee Value Proposition
This document discusses creating an effective employee value proposition (EVP) to attract, retain, and engage employees. It summarizes data from Towers Watson studies on trends in talent management and rewards. Key points include: hiring and retention are challenges for many employers; cash is less important for attracting younger employees who value career growth; retention depends on factors like pay, career development and job security; engagement in the Middle East is driven by leadership, communication, and an organization's image and integrity. An effective EVP balances what an employer offers ("give") with what is expected from employees ("get") to support attraction, retention and sustainable engagement.
Recommended
Total Rewards Strategy by Derek Hendrikz
Total Employee Rewards Strategy Development by Derek Hendrikz covers foundational, performance-based, career, environmental, bonus plans and benefits.
www.derekhendrikz.com
Total rewards
The document discusses strategic reward systems for employees. It states that effective reward systems address compensation, benefits, recognition, and appreciation, and are aligned with business strategies and goals. It emphasizes that reward systems should recognize both performance and behaviors. Performance is easier to address through goals and incentives, while rewarding specific behaviors requires identifying the behaviors important to the company. An effective strategic reward system considers all elements, drives the right behaviors and goals, and does not neglect recognition and appreciation.
Total rewards communication & framework overivew 2015
The document discusses The Lantern Group's services for developing total rewards frameworks and communicating incentive compensation plans. It outlines a three-step process for total rewards that includes conducting an audit, incentive plan modeling/testing, and incentive plan communication. The Lantern Group helps clients with the communication piece, developing communication campaigns using workshops, guides, videos and other materials to improve understanding of incentive plans and drive desired behaviors. The goal is to maximize the effectiveness of incentive plans through better communication and alignment with total rewards strategies.
Management of Reward Strategy to drive superior performance1
This document outlines a company's total rewards strategy to attract, retain, and motivate top talent to drive superior performance. The strategy includes competitive compensation and benefits, work-life balance programs, recognition awards for high performers, and opportunities for career growth. Performance management and talent development processes are also discussed to ensure goals are set and employees' strengths and weaknesses are identified to help them improve. The rewards strategy is designed to align with the company's mission, values, and business objectives. Suggestions for enhancing the strategy include improving communication of benefits and making the programs more flexible and global.
TIPS & TOES: TOTAL REWARD STRATEGY FUELS GROWTH
Tips & Toes is a leading nail spa chain in the UAE looking to expand. Its General Manager, Ms. Ghafurian, noticed key weaknesses in competitors like same experiences and underinvestment in training. She differentiated Tips & Toes through relaxed customer experiences, product innovations, and a total rewards strategy for employees including training, bonuses, and career growth. However, high employee turnover remains a challenge due to job switching culture and competitors offering higher pay.
Strategic total rewards management remuneration and rewards summit 11 june 2014
The document outlines the agenda and content for the first day of the Smart-Link Consultancy Remuneration and Rewards Summit 2014. The day will include workshops on strategic total rewards management, utilizing rewards to attract and retain talent, engaging and motivating employees, and benchmarking rewards programs. Specific topics that will be covered include rewards strategies, compensation practices, performance management, and employee motivation. The goal is to help organizations develop effective and aligned total rewards programs.
Employee recognition
Employee recognition is important. It helps to improve overall employee engagement hence increasing the employee productivity. WorkforceGrowth is a cloud based talent management system which also helps to recognize employees socially in an easy and cost effective way.
Creating a Superior Employee Value Proposition
This document discusses creating an effective employee value proposition (EVP) to attract, retain, and engage employees. It summarizes data from Towers Watson studies on trends in talent management and rewards. Key points include: hiring and retention are challenges for many employers; cash is less important for attracting younger employees who value career growth; retention depends on factors like pay, career development and job security; engagement in the Middle East is driven by leadership, communication, and an organization's image and integrity. An effective EVP balances what an employer offers ("give") with what is expected from employees ("get") to support attraction, retention and sustainable engagement.
Reward and Recognition
This document discusses compensation and benefits in the Philippine public service. It begins by defining compensation as recognition for service, effort, or achievement. It then discusses different compensation philosophies like pay for performance and market competitiveness. It provides formulas for calculating total compensation and outlines various compensation elements like regular salary, bonuses, benefits, incentives, and allowances. The document also discusses factors considered in job pricing and salary increases. It notes the importance of recognition programs. Finally, it encourages joining the public service and outlines the benefits of a government career including job security, promotions, and training opportunities.
Employee Retention Strategies PowerPoint Presentation Slides
This aptly crafted editable PPT deck contains sventeen slides. Our topic specific Employee Retention Strategies PowerPoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
Rewards and recognition - healthcare industry
Brief comparison between two players in the healthcare industry (india) on Total Rewards & Recognition
Retention
Employee retention involves strategies employed by organizations to encourage employees to remain with the company. It is beneficial for both the organization and employees. Key factors that influence retention are compensation, relationships, work environment, growth opportunities, and support. Common retention strategies used by employers include hiring the right people, empowering employees, showing appreciation, providing feedback, and creating a healthy work environment. Maintaining low turnover is important as it reduces costs and prevents loss of talent, knowledge, and goodwill.
Motivation through total reward rbs- haleem sadrey 2010
This document provides an agenda for a presentation on motivating employees through total reward at the Royal Bank of Scotland (RBS). It introduces RBS and discusses its performance management. It defines motivation and explains Maslow's hierarchy of human needs. It then discusses RBS's total reward package, which satisfies various needs, and concludes that RBS's motivational strategies help it attract and retain talented employees.
Talent management and retention strategies
Quest - Talent Management and Retention Strategies
LOOKING AT TALENT MANAGEMENT AND RETENTION STRATEGIES TO ENSURE SUSTAINABLE BUSINESS SUCCESS
Using a Total Rewards Strategy to Engage a Multi-generaltional Workforce
Using a Total Rewards Strategy to Engage a Multi-generaltional WorkforceHRsoft - Talent Management Software
Mary Mosqueda presented on using a total rewards strategy to engage a multigenerational workforce. She discussed the importance of a total rewards strategy in attracting and retaining talent across different generations. The presentation covered assessing employee needs, analyzing total rewards programs, designing a strategy that links programs to business goals, and communicating the strategy using various channels tailored to different generations. The presentation included examples of total rewards elements, sample strategies, and ways to assess current programs. Q&A and additional resources were provided at the end.Research plan on employee retention in an organisation
presentation gives research plan on employee retention in an organisation and cover 2 review of literature and hypothesis
Training and Employee Retention Strategies
1. Leadership development, learning opportunities, and employee retention are correlated. When organizations invest in leadership training, employees are less likely to leave and engagement increases.
2. There are different learning approaches for different generations, including classroom, work projects, coaching, and exposure to events. Creating a challenging environment where employees can constantly learn and progress is important for retention.
3. Learning and professional growth should be acknowledged as core values for employee development, regardless of generation. Strategies like the Evergreen Project have shown organizations that focus on these areas can achieve superior long-term performance.
Employee retention (HR topic)
Employee retention involves keeping employees within an organization for as long as possible or until projects are complete. Common reasons for employee turnover include jobs not meeting expectations, overwork stress, lack of growth opportunities, insufficient appreciation, lack of trust and support, and compensation issues. Organizations can improve retention by hiring the right people, empowering and supporting employees, providing feedback, appreciation, and a healthy work environment to boost morale. Failure to retain employees results in costs like losing company knowledge, interrupting customer service, and damaging company goodwill and efficiency. Effective retention strategies aim to increase employee satisfaction.
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...
Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!
The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!
Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.
And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.
Employee Retention Practices of SK+F Bangladesh
The purpose of this presentation is to give an overview of the employee retention practices of Eskayef Bangladesh Limited.
Employee Retention - Strategies
The document discusses the importance of employee retention for companies. It states that retaining valuable employees saves replacement costs and keeps institutional knowledge within the company. During economic downturns, investing in employee engagement through effective communication, redeploying workers, fair treatment, and flexible schedules can help companies weather recessions and emerge stronger. The document provides several strategies for retaining employees, including being an ethical leader, motivating workers, and respecting them as a company's most important asset.
Total rewards framework -developing a compelling employee experience for a ch...
Total rewards framework -developing a compelling employee experience for a ch...HRsoft - Talent Management Software
The next five years are poised to bring more changes to the design and implementation of Total Rewards systems than we’ve seen in the last 20 years. Conventional approaches of organizations developing their own talent have been replaced with a “free agency” model of buying experience from competitors, which in turn ratchets up labor costs. This also creates more pressure to retain and engage existing employees and attract new employees through an improved employee value proposition.
Unit 4 employee retention
This document discusses strategies for employee retention and managing voluntary employee turnover. It provides five elements of a comprehensive employee retention strategy: 1) better recruiting from the beginning by prioritizing long-term fit, 2) training managers to foster retention, 3) measuring and supporting engagement, 4) showing recognition in multiple ways, and 5) framing long-term career trajectories. It also discusses five steps to reduce voluntary turnover: 1) creating an environment of trust and communication, 2) giving employees goals and recognizing achievements, 3) investing in employee training, 4) remaining competitive with benefits and pay, and 5) avoiding overburdening employees.
Employee Retention CEO Conclave Era 2011
Making Employee Retention Strategy, Cost and Impact of Turnover on your Organization By Golden Opportunities.
Reward and recognition June 2013
This document provides an overview of reward and recognition strategies and programs. It discusses definitions of key terms, different types of rewards including base pay, total compensation, and recognition. It examines theories like expectancy theory and factors that influence pay structures. Specific strategies for recognition are outlined, including ensuring recognition is immediate, simple, timely, public, and personal. Characteristics of successful programs and how to effectively reward and recognize employees through various initiatives are also summarized.
Reward Management PowerPoint Presentation Slides
Presenting this set of slides with name - Reward Management Powerpoint Presentation Slides. This complete presentation has a set of thirtytwo slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Reward Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs.
Retension strategies of employee
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Strategic Reward and Recognition- Improving Employee Performance Through Non ...
This document discusses how non-monetary rewards and recognition can be used to improve employee performance and business profits. It argues that recognition forms an important part of performance management and that workers are more motivated by non-cash rewards than salary and benefits alone. The document provides examples of how measuring key performance indicators can be used to construct a return on investment for a rewards program and outlines techniques for effective communication to improve program uptake and participation.
Making total rewards work
The document discusses making total rewards work and outlines Girish Kohli's experience and qualifications. It provides an overview of total rewards, including compensation philosophy, implementation, and tracking success. Specific topics covered include developing pay bands and compensation processes, implementing career frameworks and benefits/work-life balance programs, and measuring the impact on employee and business outcomes. The presentation aims to help organizations optimize their total rewards programs.
More Related Content
What's hot
Reward and Recognition
This document discusses compensation and benefits in the Philippine public service. It begins by defining compensation as recognition for service, effort, or achievement. It then discusses different compensation philosophies like pay for performance and market competitiveness. It provides formulas for calculating total compensation and outlines various compensation elements like regular salary, bonuses, benefits, incentives, and allowances. The document also discusses factors considered in job pricing and salary increases. It notes the importance of recognition programs. Finally, it encourages joining the public service and outlines the benefits of a government career including job security, promotions, and training opportunities.
Employee Retention Strategies PowerPoint Presentation Slides
This aptly crafted editable PPT deck contains sventeen slides. Our topic specific Employee Retention Strategies PowerPoint Presentation Slides presentation deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
Rewards and recognition - healthcare industry
Brief comparison between two players in the healthcare industry (india) on Total Rewards & Recognition
Retention
Employee retention involves strategies employed by organizations to encourage employees to remain with the company. It is beneficial for both the organization and employees. Key factors that influence retention are compensation, relationships, work environment, growth opportunities, and support. Common retention strategies used by employers include hiring the right people, empowering employees, showing appreciation, providing feedback, and creating a healthy work environment. Maintaining low turnover is important as it reduces costs and prevents loss of talent, knowledge, and goodwill.
Motivation through total reward rbs- haleem sadrey 2010
This document provides an agenda for a presentation on motivating employees through total reward at the Royal Bank of Scotland (RBS). It introduces RBS and discusses its performance management. It defines motivation and explains Maslow's hierarchy of human needs. It then discusses RBS's total reward package, which satisfies various needs, and concludes that RBS's motivational strategies help it attract and retain talented employees.
Talent management and retention strategies
Quest - Talent Management and Retention Strategies
LOOKING AT TALENT MANAGEMENT AND RETENTION STRATEGIES TO ENSURE SUSTAINABLE BUSINESS SUCCESS
Using a Total Rewards Strategy to Engage a Multi-generaltional Workforce
Using a Total Rewards Strategy to Engage a Multi-generaltional WorkforceHRsoft - Talent Management Software
Mary Mosqueda presented on using a total rewards strategy to engage a multigenerational workforce. She discussed the importance of a total rewards strategy in attracting and retaining talent across different generations. The presentation covered assessing employee needs, analyzing total rewards programs, designing a strategy that links programs to business goals, and communicating the strategy using various channels tailored to different generations. The presentation included examples of total rewards elements, sample strategies, and ways to assess current programs. Q&A and additional resources were provided at the end.Research plan on employee retention in an organisation
presentation gives research plan on employee retention in an organisation and cover 2 review of literature and hypothesis
Training and Employee Retention Strategies
1. Leadership development, learning opportunities, and employee retention are correlated. When organizations invest in leadership training, employees are less likely to leave and engagement increases.
2. There are different learning approaches for different generations, including classroom, work projects, coaching, and exposure to events. Creating a challenging environment where employees can constantly learn and progress is important for retention.
3. Learning and professional growth should be acknowledged as core values for employee development, regardless of generation. Strategies like the Evergreen Project have shown organizations that focus on these areas can achieve superior long-term performance.
Employee retention (HR topic)
Employee retention involves keeping employees within an organization for as long as possible or until projects are complete. Common reasons for employee turnover include jobs not meeting expectations, overwork stress, lack of growth opportunities, insufficient appreciation, lack of trust and support, and compensation issues. Organizations can improve retention by hiring the right people, empowering and supporting employees, providing feedback, appreciation, and a healthy work environment to boost morale. Failure to retain employees results in costs like losing company knowledge, interrupting customer service, and damaging company goodwill and efficiency. Effective retention strategies aim to increase employee satisfaction.
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...
Ready to define your EVP but don’t know where to start? We’re gonna lead you through it!
The process is actually pretty simple; all you need to do is interview your employees and analyze their answers. Find an online tool to prepare your survey. To keep you on the right path, check out 34 sample questions that will make the process a lot easier!
Once you have obtained the answers, understand the changes that need to be made in order to make the work experience appealing to all of the employees. It will take some time and investment but make sure you work towards having an effective EVP.
And remember, an EVP must be unique, relevant and compelling if it is to act as a key driver of talent attraction, engagement and retention – which is ultimately what your Employer Brand aims to do.
Employee Retention Practices of SK+F Bangladesh
The purpose of this presentation is to give an overview of the employee retention practices of Eskayef Bangladesh Limited.
Employee Retention - Strategies
The document discusses the importance of employee retention for companies. It states that retaining valuable employees saves replacement costs and keeps institutional knowledge within the company. During economic downturns, investing in employee engagement through effective communication, redeploying workers, fair treatment, and flexible schedules can help companies weather recessions and emerge stronger. The document provides several strategies for retaining employees, including being an ethical leader, motivating workers, and respecting them as a company's most important asset.
Total rewards framework -developing a compelling employee experience for a ch...
Total rewards framework -developing a compelling employee experience for a ch...HRsoft - Talent Management Software
The next five years are poised to bring more changes to the design and implementation of Total Rewards systems than we’ve seen in the last 20 years. Conventional approaches of organizations developing their own talent have been replaced with a “free agency” model of buying experience from competitors, which in turn ratchets up labor costs. This also creates more pressure to retain and engage existing employees and attract new employees through an improved employee value proposition.
Unit 4 employee retention
This document discusses strategies for employee retention and managing voluntary employee turnover. It provides five elements of a comprehensive employee retention strategy: 1) better recruiting from the beginning by prioritizing long-term fit, 2) training managers to foster retention, 3) measuring and supporting engagement, 4) showing recognition in multiple ways, and 5) framing long-term career trajectories. It also discusses five steps to reduce voluntary turnover: 1) creating an environment of trust and communication, 2) giving employees goals and recognizing achievements, 3) investing in employee training, 4) remaining competitive with benefits and pay, and 5) avoiding overburdening employees.
Employee Retention CEO Conclave Era 2011
Making Employee Retention Strategy, Cost and Impact of Turnover on your Organization By Golden Opportunities.
Reward and recognition June 2013
This document provides an overview of reward and recognition strategies and programs. It discusses definitions of key terms, different types of rewards including base pay, total compensation, and recognition. It examines theories like expectancy theory and factors that influence pay structures. Specific strategies for recognition are outlined, including ensuring recognition is immediate, simple, timely, public, and personal. Characteristics of successful programs and how to effectively reward and recognize employees through various initiatives are also summarized.
Reward Management PowerPoint Presentation Slides
Presenting this set of slides with name - Reward Management Powerpoint Presentation Slides. This complete presentation has a set of thirtytwo slides to show your mastery of the subject. Use this ready-made PowerPoint presentation to present before your internal teams or the audience. All presentation designs in this Reward Management Powerpoint Presentation Slides have been crafted by our team of expert PowerPoint designers using the best of PPT templates, images, data-driven graphs and vector icons. The content has been well-researched by our team of business researchers. The biggest advantage of downloading this deck is that it is fully editable in PowerPoint. You can change the colors, font and text without any hassle to suit your business needs.
Retension strategies of employee
Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project
Strategic Reward and Recognition- Improving Employee Performance Through Non ...
This document discusses how non-monetary rewards and recognition can be used to improve employee performance and business profits. It argues that recognition forms an important part of performance management and that workers are more motivated by non-cash rewards than salary and benefits alone. The document provides examples of how measuring key performance indicators can be used to construct a return on investment for a rewards program and outlines techniques for effective communication to improve program uptake and participation.
What's hot (20)
Employee Retention Strategies PowerPoint Presentation Slides
Employee Retention Strategies PowerPoint Presentation Slides
Motivation through total reward rbs- haleem sadrey 2010
Motivation through total reward rbs- haleem sadrey 2010
Using a Total Rewards Strategy to Engage a Multi-generaltional Workforce
Using a Total Rewards Strategy to Engage a Multi-generaltional Workforce
Research plan on employee retention in an organisation
Research plan on employee retention in an organisation
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...
Defining Your Employee Value Proposition. 34 Surprisingly Useful Questions to...
Total rewards framework -developing a compelling employee experience for a ch...
Total rewards framework -developing a compelling employee experience for a ch...
Strategic Reward and Recognition- Improving Employee Performance Through Non ...
Strategic Reward and Recognition- Improving Employee Performance Through Non ...
Viewers also liked
Making total rewards work
The document discusses making total rewards work and outlines Girish Kohli's experience and qualifications. It provides an overview of total rewards, including compensation philosophy, implementation, and tracking success. Specific topics covered include developing pay bands and compensation processes, implementing career frameworks and benefits/work-life balance programs, and measuring the impact on employee and business outcomes. The presentation aims to help organizations optimize their total rewards programs.
Beyond Compensation - leveraging hr technology for your total rewards strategy
Beyond Compensation - leveraging hr technology for your total rewards strategyHRsoft - Talent Management Software
HR technology expert Jacqueline Kuhn shares tips on how the various types of HR technology systems can be leveraged for planning and monitoring your total rewards strategy. Get insider tips on how to select the best total rewards technology for your organization along with best practices for implementation and adoption to ensure your system successfully increases engagement and lowers turnover costs for your organization.Strategy and Reward; why does Business plan for the future but reward for the...
Strategy and Reward; why does Business plan for the future but reward for the...Warwick Business School
Paul Williams; Former President of the Smith& Nephew subsidiary company in Japan and member of the Senior Civil Service Pay Review Body (SSRB), presented on "Strategy and Reward; why does Business plan for the future but reward for the past?" at Warwick Business School 25/02/2008Oil and Gas Climate Initiative 2016 report
The document summarizes initiatives by the Oil and Gas Climate Initiative (OGCI) to address climate change. Key points:
1) OGCI was formed in response to the Paris Agreement and aims to reduce greenhouse gas emissions from oil and gas operations and products.
2) OGCI is launching OGCI Climate Investments, a $1 billion fund over 10 years to support low-emissions technologies. Their focus areas are reducing methane emissions, accelerating carbon capture and storage, improving energy efficiency, and reducing transportation emissions.
3) OGCI members have reduced their own greenhouse gas emissions by 23% over the past decade but recognize the need to further reduce emissions from their industry and products to
RELATIONSHIP BETWEEN TOTAL REWARD AND EMPLOYEE PERFORMANCE
This paper examines the relationship between total rewards and employee performance in organizations in Kenya. The author conducted a literature review on concepts of reward, total rewards, motivation, and measures of employee performance. Based on previous studies cited, the findings indicate a strong positive correlation between total rewards and employee performance, where total rewards encompass both extrinsic and intrinsic rewards. The author recommends that organizations develop reward strategies and systems that cater to diverse employee motivations and emphasize both monetary and non-monetary rewards to improve performance.
2016 Shareholders’ Meeting Presentation
The document summarizes Total's 2016 annual shareholders' meeting. It discusses Total's financial results in 2015, which showed resilience in a challenging economic environment. Total grew production by 9.4% in 2015 through new projects. It also maintained cost discipline and a robust balance sheet. Total had the best financial performance among major oil companies in 2015. The meeting also covered Total's governance, including the roles and composition of its board of directors. Executive compensation policies and amounts paid to the Chairman and CEO in 2015 were also summarized. Upcoming shareholders' events were noted at the end.
Reward Management
This is an important aspect of HR especially in a Current Scenario when talent engagement is very important and Reward management plays a vital role in it.
Viewers also liked (8)
Abb consulting - attività e metodologie per l'efficienza di manutenzione
Abb consulting - attività e metodologie per l'efficienza di manutenzione
Beyond Compensation - leveraging hr technology for your total rewards strategy
Beyond Compensation - leveraging hr technology for your total rewards strategy
Strategy and Reward; why does Business plan for the future but reward for the...
Strategy and Reward; why does Business plan for the future but reward for the...
RELATIONSHIP BETWEEN TOTAL REWARD AND EMPLOYEE PERFORMANCE
RELATIONSHIP BETWEEN TOTAL REWARD AND EMPLOYEE PERFORMANCE
Similar to Total Rewards Strategy- Debra Corey
Develop U Coaching Eng
Develop U provides executive coaching to help leaders achieve business goals and improve performance. Their approach involves giving leaders space to learn and lead themselves rather than being told answers. Coaches work with leaders to identify tangible steps to achieve goals and strengthen long-term skills. Coaching is reported to create high-performing teams, increase engagement and bottom-line results, and deliver measurable financial and performance growth.
Develop U Coaching Eng
Develop U provides executive coaching to help leaders achieve business goals and improve performance. Their approach involves giving leaders space to learn and lead themselves rather than being told answers. Coaches work with leaders to identify tangible steps to achieve goals and strengthen long-term skills. Coaching is reported to create high-performing teams, increase engagement and bottom-line results, and deliver measurable financial and performance growth.
Develop U Coaching (Draft) Eng
Develop U coaches emerging leaders to help them achieve business goals and improve performance in a sustainable way. Their approach involves giving leaders space to learn and grow on their own rather than being told answers. Coaches work with leaders to identify clear steps to achieve goals and strengthen long-term performance skills. Coaching creates high-performing teams and individuals, increases engagement, and delivers measurable financial and team growth results.
Create A Positive Workplace Culture.pptx
The document discusses how to create a positive workplace culture. It identifies several key characteristics of a positive workplace culture, including good communication, opportunities for growth, collaboration, reward systems, and strong purpose and values. It emphasizes that leadership and management styles that encourage open communication, teamwork, and an inclusive environment are vital for improving employee satisfaction, productivity and retention. Clear goals and transparent reward policies can also motivate employees and create healthy competition.
Opteamix_Culturehandbook_short_v2.pdf
We are measured as much by the way in which we achieve our goals, as we are by the actual achievements themselves - For us, it's the journey, not the destination. We believe that a deep commitment towards
uncompromising values should always guide our decisions and actions as we pursue our
goals.
The following pages list our Higher Purpose, Vision, and Core Values that form the foundation of our measurement of success and
happiness.
Building happiness at work starts with recognizing the goodness that goes into creating
something together. Each department works towards one goal - our Development team that
works to build something new for our clients, the marketing and sales team that builds new
business opportunities, Admin, Finance and IT teams that keep the engine running, and our
people services who work in shaping individual’s careers, are all in a constant effort towards
reaching the goal of happiness.
But happiness needs to have a driving force, a method to get where we want to be. We
visualized an environment that made all Opteamizers feel included - regardless of seniority,
gender, skill level, etc. Through our Happiness @ Work initiative, we identified a set of principles that tied Opteamizers together and propelled them to work towards building a strong culture.
HR as a strategic business partner
This document discusses the strategic role of HR and how HR can contribute to business success. It outlines four main roles for HR: 1) human asset planning to align hiring and initiatives with business strategy, 2) creating a performance culture by defining and measuring excellence, 3) rewarding excellence through compensation tied to business metrics, and 4) outsourcing routine HR tasks while retaining strategic functions. The document emphasizes that for HR to be strategic, it must prove its value using business metrics and focus on maximizing customer value and shareholder value.
ORGANISATIONAL COACHING
This document provides information on organizational, executive, and individual coaching services. It summarizes that organizational coaching can help companies retain top talent, increase productivity, and develop leaders. Executive coaching focuses on strengthening leadership skills and career development. Individual career coaching provides career counseling and job search support to help people achieve career goals and objectives.
Empathy at Work.pdf
Here are 5 ways leaders can use empathy to enhance employee job satisfaction: 1. Active Listening 2. Understand Personal Challenges 3. Recognition and Validation 4. Support Work-Life Balance 5. Constructive Feedback and Growth Opportunities
Nhrd talent conclave_jan_2011_v_1[1].2
The document discusses various definitions of employee engagement provided by different organizations. It also outlines the virtuous cycle of engagement involving vision, values, employee experience, communication, and results. Additionally, it examines what employees and organizations look for in engagement and the drivers of attraction and retention. The summary emphasizes aligning employee experience with the promised employment value proposition to successfully attract, engage, and retain talent.
Nhrd talent conclave_jan_2011_v_1[1].2
The document discusses various definitions of employee engagement provided by different organizations. It also outlines the virtuous cycle of engagement involving vision, values, employee experience, communication, and results. Additionally, it examines what employees and organizations look for in engagement and the drivers of attraction and retention. The summary emphasizes aligning employee experience with the promised employment value proposition to successfully attract, engage, and retain talent.
Why maintaining a Positive Work Environment is Necessary in Corporate Culture...
Why maintaining a Positive Work Environment is Necessary in Corporate Culture...Mr. Business Magazine
A positive work environment in a workplace is the most important and rare thing we witness these days. Maintaining such an environment will help organizations to perform better as the employees are at ease and give their best output. Confirmit Values and Guiding Principles
This is the Confirmit world-wide internal presentation on our mission statement, guiding principles and values. It's important that our customers, employees and suppliers know what to expect...
JustStand Summit 2013 - Ann Ruschy
Ann Ruchy is the Chief Talent Officer of Salo, LLC. Her presentation will introduce attendees to Salo and their innovative approach to workplace design and employee wellness. As the first BlueZonesTM certified work place in America, Salo embraces a holistic approach to finding purpose, improving health and increasing longevity. Salo's workplace incorporates treadmill desks, walking meetings, and rituals focused on movement, nutrition, outlook, and connection to encourage employee wellness. Salo has experienced benefits such as average weight loss of 8.8 lbs among employees, a 37% drop in cholesterol and triglycerides, increased productivity and profitability, higher employee happiness, and reduced healthcare costs.
Employee engagement
The document discusses employee engagement, defining it as the extent to which employees enjoy their work, feel valued, and are willing to go above and beyond for the organization's success. It identifies key drivers of engagement like interesting work, career development opportunities, trust in leadership, and clear direction/feedback. The document outlines 11 practices leaders can use to increase engagement, such as connecting with employees, providing career paths, communicating vision, and recognizing good work. It also discusses how engagement impacts business metrics and recommends conducting surveys and training leaders to better engage employees.
Commitment
Commitment refers to a sincere and steadfast dedication to a course of action. It involves intellectually or emotionally binding oneself to a pledge or promise. Organizational commitment is driven by clear communication, job satisfaction, inspired leadership, effective performance management, and a positive work environment. Employees' commitment levels progress through stages from seeing their job as just a job to becoming advocates for the organization. Employees want their managers to help them see their value, feel proud, be heard, cared for, known, focused, challenged, trusted, and helped to grow. Managers can do this by providing feedback, discussing problems, seeking input, recognizing contributions, and providing opportunities for development.
5 Benefits of Employee Recognition and Statistics for HR Leaders
Want to amp up engagement, productivity, and performance while eliminating stress? Looking to reduce turnover? Learn how boosting your employee recognition efforts can help you achieve your goals.
Read the full blog post here: https://www.withconfetti.com/blog/post/benefits-of-employee-recognition
The Results Chain:
A logical model to achieve results
How to leverage the results chain to achieve your objectives both in organizations and in personal life.
What is a Great Workplace
A study of over 80,000 employees identified 12 dimensions that are consistently present in workplaces with high employee retention, customer satisfaction, productivity and profits. These dimensions include clear expectations, the right tools and equipment, using employees' strengths, recognition and praise, caring supervisors, encouragement of development, valuing employees' opinions, a clear company mission, quality work, strong coworker relationships, feedback on progress, and opportunities to learn and grow. Recognition and praise specifically ranked fourth among the 12 dimensions in correlating with successful workgroups.
Change Management
The document discusses how HR can help rebuild employee morale during difficult economic times through effective change management. It recommends that HR assess workplace climate, improve communication, provide coaching and training, and implement recognition programs. These efforts in change management can lower turnover by increasing employee engagement when they feel respected, valued and appreciated at work.
10 Productive Ways To Boost Employee Morale
We teamed up with the employee morale experts at Blueboard and OneWorkplace to cover the top 10 productive ways to boost employee morale during the Coronavirus pandemic.
Similar to Total Rewards Strategy- Debra Corey (20)
Why maintaining a Positive Work Environment is Necessary in Corporate Culture...
Why maintaining a Positive Work Environment is Necessary in Corporate Culture...
5 Benefits of Employee Recognition and Statistics for HR Leaders
5 Benefits of Employee Recognition and Statistics for HR Leaders
The Results Chain:
A logical model to achieve results
The Results Chain:
A logical model to achieve results
More from Expedite HR
HRISMeet Sopra Steria Presentation
Sopra Steria's workshop It's HR Jim, but not as we know it - the continuing journey of HR in an evolving world at our October 19th event gave a really incisive overview of the challenges faced by business and HR - and suggested a vision for HR for 2025.
"How to Unreasonable (in a Reasonable Way)" -Julian birkinshaw
New ways of working for 21st century is session conducted by Julian Birkinshaw, Professor at London Business School at our October 2016 event HRISMeet Autumn 2016
New Ways of Working For the 21st century
At our Autumn event event Julian Birkinshaw of London Business School delivered a keynote session on new ways of working for 21st century.
Innovation: How to make it easy for people
This document summarizes Northumbrian Water's innovation leadership journey from 2012 to the present. It discusses the development of their innovation strategy, initiatives to promote a culture of innovation like design sprints, and insights gained along the way. The company launched its first innovation strategy in 2014 and has since taken steps like boosting resources for radical innovation projects and establishing innovation ambassadors. Design sprints were introduced to address specific issues, applying a modified version of the Google design sprint process. The document concludes by reflecting on lessons learned, such as the importance of clarity, co-creation, and honoring efforts to build an innovative culture.
How OD can help focus your leadership team
At our April event, Charlotte Croffie of UCL delivered a session on how OD can help focus your leadership team and build capacity for future challenges.
Expedite-Plum Consulting: Change from Inside Out-Managing Cultural Change
At our April event, a panel chaired by Alison Kilduff and Ben Dowman of Plum Consulting looked at 'change from the inside-out - successfully managing cultural change' at our April event
Expedite The Living Wage: Good for Business?
At our April event, a panel chaired by Simon Macpherson of Ceridian and comprising Andre Langlois of PwC and Dan Tomlinson of the Resolution Foundation explored: The National Living Wage: good for business?
Building a case for Talent that meets your Business Strategy- By Sophie Austin
Sophie Austin of Wincanton delivered a session on Talent that meets the overall business strategy at the HRISCMeet Spring 2016.
Employee Engagement in Digital Age
This document summarizes information about an organization called RHP Group. It discusses RHP's culture of empowering employees, providing opportunities for personal and professional development, and creating an innovative and stimulating work environment. Metrics are presented showing high employee satisfaction rates, low turnover, and improvements in customer satisfaction over time. The organization is recognized as an innovative leader in its sector and has experienced strong financial performance in recent years.
Sickness absence: The Benefits of Early Intervention
Joy Reymond of Unum delivered a valuable session on Mental Health and Sickness Absence and how early intervention can help the employee and the organisation, at the HRISCMeet Spring 2016.
Future of Reward -Peter Newhouse
This presentation had been conducted by Peter Newhouse, Global Head of Reward, Unilever at the HR Innovation and Strategy Meeting Spring 2016.
The new era in hr creating and leading an effective and valued hr function
This presentation has been created by Steve Pierce for his keynote session at our HR Innovation and strategy Challenger Meeting Spring 2016
The New Era of Work by Romana Abdin
The New Era is Work is a presentation presented by Romana Abdin who was the Keynote Speaker at HR Strategy & Innovation Meeting Spring 2016.
More from Expedite HR (13)
"How to Unreasonable (in a Reasonable Way)" -Julian birkinshaw
"How to Unreasonable (in a Reasonable Way)" -Julian birkinshaw
Expedite-Plum Consulting: Change from Inside Out-Managing Cultural Change
Expedite-Plum Consulting: Change from Inside Out-Managing Cultural Change
Building a case for Talent that meets your Business Strategy- By Sophie Austin
Building a case for Talent that meets your Business Strategy- By Sophie Austin
Sickness absence: The Benefits of Early Intervention
Sickness absence: The Benefits of Early Intervention
The new era in hr creating and leading an effective and valued hr function
The new era in hr creating and leading an effective and valued hr function
Recently uploaded
哪里购买伯明翰大学毕业证（uob毕业证）学位证书原版一模一样
原版一模一样【微信：741003700 】【伯明翰大学毕业证（uob毕业证）学位证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
原版制作英属哥伦比亚大学毕业证研究生文凭证书原版一模一样
原版一模一样【微信：741003700 】【英属哥伦比亚大学毕业证研究生文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
高仿迈阿密大学毕业证（um毕业证）硕士文凭证书原版一模一样
原版一模一样【微信：741003700 】【迈阿密大学毕业证（um毕业证）硕士文凭证书】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
How to write job description to attract talents
JD must blend with job responsibilities, work culture, benefits, and work mode
学校原版(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书原版一模一样
原版定制【微信:bwp0011】《(curtin毕业证书)澳洲科廷科技大学毕业证双学位证书》【微信:bwp0011】成绩单 、雅思、外壳、留信学历认证永久存档查询，采用学校原版纸张、特殊工艺完全按照原版一比一制作（包括：隐形水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠，文字图案浮雕，激光镭射，紫外荧光，温感，复印防伪）行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备，十五年致力于帮助留学生解决难题，业务范围有加拿大、英国、澳洲、韩国、美国、新加坡，新西兰等学历材料，包您满意。
【业务选择办理准则】
一、工作未确定，回国需先给父母、亲戚朋友看下文凭的情况，办理一份就读学校的毕业证【微信bwp0011】文凭即可
二、回国进私企、外企、自己做生意的情况，这些单位是不查询毕业证真伪的，而且国内没有渠道去查询国外文凭的真假，也不需要提供真实教育部认证。鉴于此，办理一份毕业证【微信bwp0011】即可
三、进国企，银行，事业单位，考公务员等等，这些单位是必需要提供真实教育部认证的，办理教育部认证所需资料众多且烦琐，所有材料您都必须提供原件，我们凭借丰富的经验，快捷的绿色通道帮您快速整合材料，让您少走弯路。
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
【关于价格问题（保证一手价格）】
我们所定的价格是非常合理的，而且我们现在做得单子大多数都是代理和回头客户介绍的所以一般现在有新的单子 我给客户的都是第一手的代理价格，因为我想坦诚对待大家 不想跟大家在价格方面浪费时间
对于老客户或者被老客户介绍过来的朋友，我们都会适当给一些优惠。
加急制作美国密歇根州立大学毕业证（msu毕业证书）本科文凭原版一模一样
原版一模一样【微信：741003700 】【美国密歇根州立大学毕业证（msu毕业证书）本科文凭】【微信：741003700 】学位证，留信认证（真实可查，永久存档）offer、雅思、外壳等材料/诚信可靠,可直接看成品样本，帮您解决无法毕业带来的各种难题！外壳，原版制作，诚信可靠，可直接看成品样本。行业标杆！精益求精，诚心合作，真诚制作！多年品质 ,按需精细制作，24小时接单,全套进口原装设备。十五年致力于帮助留学生解决难题，包您满意。
本公司拥有海外各大学样板无数，能完美还原海外各大学 Bachelor Diploma degree, Master Degree Diploma
1:1完美还原海外各大学毕业材料上的工艺：水印，阴影底纹，钢印LOGO烫金烫银，LOGO烫金烫银复合重叠。文字图案浮雕、激光镭射、紫外荧光、温感、复印防伪等防伪工艺。材料咨询办理、认证咨询办理请加学历顾问Q/微741003700
留信网认证的作用:
1:该专业认证可证明留学生真实身份
2:同时对留学生所学专业登记给予评定
3:国家专业人才认证中心颁发入库证书
4:这个认证书并且可以归档倒地方
5:凡事获得留信网入网的信息将会逐步更新到个人身份内，将在公安局网内查询个人身份证信息后，同步读取人才网入库信息
6:个人职称评审加20分
7:个人信誉贷款加10分
8:在国家人才网主办的国家网络招聘大会中纳入资料，供国家高端企业选择人才
The Rules Do Apply: Navigating HR Compliance
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Webinar - How to Craft a Winning Compensation Strategy
Join Payscale’s HR team as they discuss how to rethink and build a better compensation strategy that works for your organization.
Recently uploaded (9)
Webinar - How to Craft a Winning Compensation Strategy
Webinar - How to Craft a Winning Compensation Strategy
Total Rewards Strategy- Debra Corey
- 1. Case Study: Total Rewards Strategy Reward Gateway Debra Corey Group Reward Director
- 3. We’re an HR Technology company
- 4. We just want to make the world a happier place to work
- 5. We believe happier, engaged employees build better, stronger, more resilient organisations
- 6. Engaged employees make better decisions because they understand more 2 Engaged employees are more productive because they like or love what they are doing 3 Engaged employees innovate more because they want their organisation to succeed 1
- 7. Open & Honest Communication Pay & Benefits Purpose, Meaning and Values Wellbeing L&D Leadership Management Recognition Job Design Pay & Benefits Wellbeing Workspace
- 8. Where did we begin?
- 10. We started with why
- 12. Balance
- 13. Choice
- 15. Easy
- 16. We conducted a ‘health check-up’
- 17. Are they competitive, compliant, cost-effective and culturally aligned?
- 18. And of course engaging
- 19. Encourage Wellness Amplify Financial Wellness Support Life Stages Provide Protection Enrich Personal Development Creating a balanced package to engage all RG employees
- 20. And the results were…
- 25. Super Hero Tips
- 26. Start with strategy 2 Make it meaningful and relevant 3 Create balance 1
- 27. Ignore the noise 5 See the big picture 4 6 Focus on communications