Total Rewards Strategy Analysis

Total Rewards Strategy Analysis
In addition when considering and developing a Total Rewards Strategy there are a wide–range of
factors that need to be addressed, these include both internal and external influences that will have a
profound impact on any organizations designed course of action. External influences: Economic or
the effects of the economy on designing, implementing and maintain a Total Rewards package.
Labor market or the competiveness for not only recruiting, hiring, but retaining our company
employees within a highly competitive market environment. Regulatory – adhering to the laws,
regulations and guidelines at both the Federal and State level. Cultural norms – would center on our
beliefs and values that we may hold or adhere to as individuals. Internal influences: ... Show more
content on Helpwriting.net ...
Human Resources strategy – encompassing a viable course of action that will assist the organization
in meeting both their short–term and long–term goals. Organizational culture – extremely difficult to
ascertain without a functioning/operating facility. Consequently, a total Rewards Strategy has six
key components: 1. Compensation – wages from an employer to their employee, this would include
both fixed and variable compensation that would correspond to work performance. 2. Benefits –
additional incentives that would include financial, and non–financial programs to supplement cash
compensation that the employee may receive from Family Healthcare Practice. 3. Work–life
effectiveness – Organizational culture, and philosophy that would be incorporated to assist
employees in being successful not only at work, but in their own home environment. 4. Recognition
– unceremonious and ceremonious recognition for employee actions that may contribute to
organizational or personal
... Get more on HelpWriting.net ...

Total Rewards
Assignment 1 Geico Total Rewards Program Case Study Advantages to a Total Rewards Approach
There are several advantages to using a total rewards approach to compensating the workforce. The
top five are described in the text (pp. 15–17). The following paragraphs discuss the facets of the
Geico total rewards program that align with these advantages: The first facet is "Health and Well–
Being". Geico offers a variety of medical plans to their employees such as PPO's, HMO's, dental,
and vision. Geico offers three free sessions from their employee assistance program and basic long–
term disability insurance which is paid for after three years of employment. Premium long–term
disability insurance is available at an ... Show more content on Helpwriting.net ...
Total Rewards Strategy Geico needs a strategy that addresses all of these advantages. (These are the
top five advantages on pp. (15–17.) The company should follow the following strategy toward this
end: "Increased Flexibility" consists of various benefits that meet the needs of a diverse
organization. Flexible benefits are an important part of total rewards because they help improve the
employee experience by providing them with more choices when it comes to perks (Wilkinson,
2007). Geico can capitalize on "Increased Flexibility" by communicating to existing employees and
prospective candidates how each flexible reward is beneficial to them. Most employees may not
appreciate total rewards an organization offers because they do not understand them. Geico can take
advantage of "Improved Recruitment and Retention" by tailoring their total rewards package
towards the demographics of the workplace. Demographics play a significant role in the type of total
rewards an organization offers. A younger workforce's should differ from the needs of an older
workforce. Today's employees value relational rewards such as career development and learning
(Kaplan, 2005). Gender influences the type of total rewards package as well. A predominantly
female population may value relational benefits such as flexibility versus a male dominated
workforce (Kaplan, 2005). Geico

Benefits And Benefits Of Total Reward
Total reward is all of the tools available to the employer which may be used to attract, retain,
motivate and satisfy employees. Total reward is inclusive of all types of rewards such as direct and
intrinsic as well as extrinsic (Armstrong and Murlis, 2007). All aspects of reward including base
pay, contingent pay, benefits and non–financial reward are linked together as a coherent and
integrated whole. The total reward approach is holistic, and therefore reliance is not based on just a
few reward mechanisms functioning in isolation and includes all the ways in which people achieve
satisfaction and reward for their work (Armstrong and Brown, 2006). Total reward plays a vital role
in communicating the value of the employment package to ... Show more content on Helpwriting.net
...
The Hay model is an essential tool to consider when implementing a total rewards scheme, as in
considering aspects of financial and non–financial pay, this provides a differentiated reward package
making the organisation attractive to those with the desirable skills (Korn Ferry, 2016). Similarly,
this can lead to the development of a total rewards programme which is cost effective whilst
meeting needs of employees, thus retaining talented employees without negatively impacting the
cash flows of the organisation, as to be reflective reward programmes need to consider
organisational needs, particularly within tough financial periods (Armstrong et al., 2010). The Hay
model provides a more holistic approach by considering the needs of the employer, such as
improving performance, but also attends to the individualistic needs of the employee, by ensuring
employees remain motivated and engaged (Korn Ferry, 2016). The Hay model is thus the best
practice model for providing a bigger picture on employee engagement. An element of the Hay
model is guaranteed cash, namely base pay which is considered an important element of total reward
schemes, for in a survey based on 750 participating organisations, it could be seen that competitive
base pay is the top employee motivator which attracts talented people to work for organisations
(Aon Hewit, 2012). Therefore, organisations would need a competitive base pay to attract people
and this needs to be considered in the total

How to Overcome a Fear of Change Essay example
"Thought processes and relationship dynamics are fundamental if change is to be successful."
(Lynco Assoc.) People fear change because it pushes them out of their comfort zone. One of the
greatest fears in the world is the fear of the unknown. Although fear can create a large amount of
energy in a person, you can choose to use that energy in a positive manner and take control of the
situation. Focus on your convictions; be confident in your abilities and be proud of the work that
you do. Do not allow insecurities to damage your focus. Only you can set your moral compass.
Make an effort to see change as an opportunity to grow in a different direction and develop new
strengths and insights regardless of external influences. ... Show more content on Helpwriting.net ...
Encourage an open dialog with your workers about any concerns they may have about their
responsibilities and performance; respect their privacy and do not postpone giving praise; make your
employees feel they are part of the system by asking for suggestions or solutions. If you apply these
changes consistently, they will reap rewards in the way your workers perform and the way they
perceive you. People want to be treated honestly and fairly. Even if there is bad news concerning the
company, share that with your employees as soon as possible. Do not let them hear it "on the street."
The proverbial grapevine is very efficient. through the media. The more your employees know they
can trust and respect you, the better a company you will have (Sykes. n.d.).
"The intrinsic rewards of a project are often more important than the material rewards and
recognition." I think there is more value in trying to "engage" people than reward them (Sky. N.d.).
The word "reward" implies a hierarchy and you would not reward a superior. You would not reward
a friend. You reward those beneath you and thus a reward is a subtle reminder of their position.
If you really want to your staff to put out their best efforts, do not try to do so by buying their
enthusiasm.
I think it is a mark of a leader to encourage feedback from his reports. Make it an opportunity for
exchange of information and ideas and you may be surprised. You may have an employee who
thought his opinion

Effective Total Rewards Program for Motivation
Salespeople and Compensation Motivation through Total Rewards In each of the following six
paragraphs there is a description of one of six features of an effective total rewards program that will
motivate a sales force to produce the highest number of clients. The first feature is money, because
that is something the majority of salespeople want and need. They generally would not be working if
there was no financial incentive for them to do so, although some people do work even if they are
wealthy or retired simply because they want something to fill their days (Schein, 1985). Few people
in the workforce today are there simply because they want to be and not because they have to be, so
a company's first line of compensation should always be a fair wage. Whether that is salary,
commission, or a combination of both, the idea that a person can make a living wage at his or her
job is of utmost importance. The second feature is retirement funding. Especially for younger
salespeople, this can be a way to help them save for retirement without raising their salary, and can
convince them to work harder in order to receive matching contributions (Backer, 1973). It can be
difficult to save for retirement, and any company that will match contributions up to a certain
percentage is usually a good choice, all other things being equal. The third feature is good health
insurance. There are many uninsured people (Tonnessen, 2000). If they were able to see the doctor
more regularly

harrahs
Case study: Harrah's Solid Gold CRM for the Service Sector
Harrah's Entertainment provides an example of exceptional data asset leverage in the service sector,
focusing on how this technology enables world–class service through customer relationship
management.
Gary Loveman is a sort of management major trifecta. The CEO of Harrah's Entertainment is a
former operations professor who has leveraged information technology to create what may be the
most effective marketing organization in the service industry. If you ever needed an incentive to
motivate you for cross–disciplinary thinking, Loveman provides it.
Harrah's has leveraged its data–powered prowess to move from an also–ran chain of casinos to
become the largest gaming company ... Show more content on Helpwriting.net ...
Edwards Deming, saying, "In God we trust; all others must bring data."
When Harrah's began diving into the data, they uncovered patterns that defied the conventional
wisdom in the gaming industry. Big money didn't come from European princes,
Hong Kong shipping heirs, or the Ocean's 11 crowd–it came from locals. The less than 30 percent of
customers who spent between one hundred and five hundred dollars per visit accounted for over 80
percent of revenues and nearly 100 percent of profits.[7]
The data also showed that the firm's most important customers weren't the families that many
Vegas competitors were trying to woo with Disneyland–style theme casinos–it was
Grandma! Harrah's focuses on customers forty–five years and older: twenty–somethings have no
money, while thirty–somethings have kids and are too busy. To the premiddle–aged crowd,
Loveman says, "God bless you, but we don't need you."[8]
Data–Driven Service: Get Close (but Not Too Close) to Your Customers
The names for reward levels on the Total Rewards card convey increasing customer value–
Gold, Diamond, and Platinum. Spend more money at Harrah's and you'll enjoy shorter lines,
discounts, free items, and more. And if Harrah's systems determine you're a high–value customer,
expect white–glove treatment. The firm will lavish you with attention, using technology to try to
anticipate your every need. Customers notice the

An Effective Total Rewards Program For Increase Profitability
Organizations that use a salesforce to help promote its business for increase profitability are
challenged to develop a compensation plan that aligns the company's overall goals. A sales
compensation plan is more than a tactical focus, but it is a strategic focus for an organization to that
enables the company to remain competitive in the business industry (Thoreson, 2014). State Farm
was founded in 1922 by G.J. Merchele, as an auto insurance company. Today, it is one of the leading
providers of insurance and financial services with more than 18,000 agents that serve almost 82
million policies and accounts all over the United States (Statefarm.com, 2015). State farm offers
several employee incentive programs that allow small business owners to give back to its employees
(Statefarm.com, 2015). In this paper, the author will describe the six features of an effective total
rewards program that can contribute to motivating a sale force to produce a high number of clients.
The author will describe the behaviors of the sales force that are targeted with the compensation
plan. This paper will assess how a value proposition is achieved for current and future employees in
the outlined plan. Lastly, the author will indicate how future salespeople may be attracted to this
plan.
Six features of an effective total rewards program The sales organization within a company may
require the involvement of the HR department to ensure that the organization's compensation plan is
aligned with

Total Rewards Package
For this assignment; we have been asked to design the company's new Total Rewards package with
the objective of attracting and retaining the best talent. The first thing we have, to do is perform
some background research on best practices for benefit design. I am personally researching
nonprofit organization benefits and I am currently taking over the position as HR person for the
company. There are different benefits for different companies for instance a soup and other food
companies would probably focus on health care coverage because it is a food item, that used
properly could be healthy for you. Other places like GM offers paid vacation, and flexible work
arrangements. Others offer matching 401 k plans, also things like focusing on the future generation
with paid time off for kid's events ... Show more content on Helpwriting.net ...
Some of the things we have come up with lately is finding places around the area that would provide
a discount price to your employees for their help and services to the company. I found an idea
recently to that gives employees who work on a certain day (non–holidays) and consider them as
company holidays with an additional item for working those days. If it is an employee who can
arrange to have time off offer them an unpaid summer vacation for those that want it. Hire mostly
part time or flex time workers to accommodate for additional expenses that way you are not paying
full time plus additional benefits putting the company's budget at risk, also by offering the 401 or the
403b retirement plan could be a plan but it must be one that does not match employee contribution,
it can be up to like 5% of what employee's base salary is, employer can always match amounts later
if they choose. I learned also in my research about what is called a flexible spending

Why Total Reward Is Important
Why a Total Reward Program is Important
As the labor force becomes more highly developed and demanding, rivalry between organizations
for talented employees is drastically increasing. It is extremely important that organizations make
their company more enticing as an incomparable career opportunity. Instituting a total rewards
system into an organization can do much to help it invite the paramount talent available and
significantly condense turnover. The longevity of an organization's employees is contributed to its
total reward system. According to Heneman (2007), total rewards is defined as all of the tools,
whether intrinsic or extrinsic, offered to the employer that may be employed to attract, motivate and
retain employees. This could ... Show more content on Helpwriting.net ...
With the Baby Boomers about to retire, the employment philosophy for Gen X and Gen Y is
changing as well. It is now fairly common for today's labor force to change jobs every couple of
years, rather than maintain longevity with one company. Turnover costs for many corporations are
costly and can drastically affect the financial functioning of an organization. An organization that is
successful in reducing their labor costs will be able to enjoy a better profit margin. Strategic
planning must be implemented to assess the cost of turnover, build retention strategies, and
strategize for anticipated and unforeseen turnover and a shifting labor force culture. Organizations
are aware of the tight labor market and are heightening their visibility to the situation. Rewards
effectively designed by an organization allow their business to entice and magnetize top talent from
a shrinking labor pool. By offering what employees value, usual companies can reduce the
migration of employees to other organizations by employing what their employees say they value
most (WorldatWork, 2007, p. 17).
Martin (2006) maintains that:
A direct link exists between employee motivation and product/service quality. When employees are
aware of the company's goals and objectives, and know the significant role they play, they will
provide higher quality products and services. Implementing a model to reward employees for
meeting company goals is one

Essay on Harrah's Business Plan
Through exceptional data asset leveraging in the service sector and aggressive acquisitions of their
competition Harrah's Entertainment, Inc has made itself the world's largest provider of branded
casino entertainment. Harrah's CEO Gary Loveman is a former operations professor who has used
information technology to create what people consider the most effective marketing organization in
the service industry. Harrah's operates fifty–three casinos, employing more that eighty five thousand
workers on five continents. The secret to Harrah's success is data. Through Harrah's total reward
card program the firm is able to collect information on almost every interaction made at their
properties. Even though the program is optional, members enjoy ... Show more content on
Helpwriting.net ...
History has shown that technology has been a lucrative investment for Harrah's, and is definitely an
avenue we should continue to pursue. Second Harrah's should make their services more accessible.
Great customer service is making clients feel as though the company cares about how they feel, but
also providing the added convenience that makes the overall experience easier and therefore more
enjoyable. According to the International Telecommunication Union, the number of cell phone users
reached 4.6 billion at the end of 2009, and was projected to hit 5 billion users sometime in 2010.
Just about, everyone in the world owns a cell phone so developing a mobile strategy would be
advantageous for the business. Harrah's present strategy is to use the firms CRM to monitor
customer behavior, and follow up with clients by sending a letter or having a representative make a
phone call. Letters take time to travel through the mail, and phone contact can be just as limited.
This allows for a greater chance of promotions not reaching the customers in time therefore
reducing the chance of earning a profit. A better method would be to develop a mobile application
that would provide instant communication about entertainment, dining, and special events at the
casino. It can also tie into the total rewards

Starbucks Total Reward Management Case Study
Total Reward Management Starbucks is one of the most recognized brands in the country. It
specializes in coffee brewing, although it has diversified its products to include tea and milk based
beverages. The company's total reward management system includes both the traditional and the
custom–made benefits. The company's total rewarding system is called 'Your Special Blend'. It
includes several perks, assistance, and benefits. The company checks whether the partners are
eligible twice every year. In order for partners to qualify, they must have worked a minimum of 520
hours. The system utilized by the company offers professional growth opportunities through the
educational assistance program (Starbucks, 2012). The recognition offered acts as ... Show more
The students receive tuition discounts at the City University of Seattle and at Strayer University.
Partners also get tuition reimbursement for partners who are already qualified to receive benefits and
who have offered their services for one continuous year. The company offers vacation benefits,
which are dependent on a partner's position, place of work, and length of service. Partners who
choose to work during holidays are paid one and a half times their base hourly rate. All the partners
who have worked in the company for at least ninety days are eligible for a 401(k) program. The
company matches the workers contribution by adding 100% of what the partners pay on the first 4%
of the eligible pay. In addition, the company has an equity reward program and a discounted stock
purchase plan. Partners get tuition assistance, education benefits, and paid vacations. Starbucks has
a recognition program. The company recognizes the contributions made by workers at all levels of
achievement. It offers discounts for in–store merchandise. Partners do not have to pay for the
beverages they take while on their work breaks (Starbucks,

Performance Management System and Total Rewards Plan for...
Performance Management System and Total Rewards Plan for WeaverTech
Southern New Hampshire University OL 600 Strategic Human Resource Management
INTRODUCTION
Due to the acquisition of WeaverTech formally known as Johnson–Ware an apparel company by
CVX Partners, a private equity firm, there arose a need for the company to change its line of
business to high–end segment of the apparel industry (Beer & Swier, 2015). Before the acquisition
of the company by the new owners, WeaverTech was a closely owned family entity that had been
formed in 1905. Before the proposal to change the company customer base, the company
exclusively relied on the military (70%) and security (30%) as the only customers for the ... Show
more content on Helpwriting.net ...
However, a number of flaws in the current performance system that may have to be rectified
include; the recent decrease in the amount of bonuses of senior managers relative to hourly
employees as it is demotivating, the fact that at least 20 percent of the workforce are not satisfied
with the current system says a lot, and revelations that individual performance deficiency and
decline of knowledge and skills over time shows that the company does not give room for creativity
(Beer & Swier, 2015). Finally, the lower score that planning, budgeting and focusing was given
shows that the particular managers under this obligations are incapable of delivering.
How the Performance Management System could be changed to Enhance WeaverTech
Organizational Strategy, Mission and Support for Employees
Since the company has consistently produced high quality and high performance apparel that has
commanded high price from the primary market, the US Navy, the company needs to make slight
changes in order to achieve and enhance its organizational strategy, mission and support for
employees. With organizational strategy, and mission, the company should make the change from to
high–end apparel industry gradually without creating much implications on its commitment to
employee welfare. For instance, instead of retiring the existing workforce, the company can actually
expand operations so that the primary market share remains constant while opportunities in the
high–end cloth market

Assignment 2: Features of an Effective Total Rewards Program
Assignment 2 Introduction Over the last 77 years, Morgan Stanley has been at the forefront of the
financial industry. This is from the firm focusing on creating customizable investment products that
are sold to retail and institutional clients. ("Company History," 2012) However, a problem is that
many competitors are entering a period of flat growth that is at the top of S Curve. This is when a
company will grow so big that it becomes difficult to continue increasing profit margins. (Nunes,
2011, pp. 1 5) In the case of Morgan Stanley, the recent financial crisis has made it more difficult for
the firm to improve earnings. As a result, a new strategy must be developed that will motivate the
sales force to do more. To determine the most effective approach requires examining six features of
a total rewards program, the specific behaviors that will be targeted, assessing the value proposition
and how to attract registered representatives. In order to motivate the sales force to produce the
highest number of clients, describe six (6) features of an effective total rewards program. The six
features of an effective total rewards program include: focusing on alignment, taking the employees
views into account, measuring / managing costs, the greater use of incentive based pay, having
effective communication / education and managing the reward program. The combination of these
factors is helping firms to more efficiently monitor the sales force. Focusing on Alignment

GEICO Total Reward Essay
In the society that we live in, it is always changing. It has change in so many ways from doing
everything by hand to using technology for mostly everything. Then you have the different ways we
pay our bills, most people do everything online instead of mail or going into a business. Lastly, you
have the way companies use to operate to recruit, hire, train and retain employees. The way they use
to do it back in the days is nowhere near how they do it now. It has change extremely so much. So
we going to examine how a company name GEICO total reward program look like and what they
offer to recruit and retain employees. GEICO is a company that was established back in 1936 by
Leo and Lillian Goodwin. In 1948 Lorimer Davidson joined the company

Total Rewards
Running head: TOTAL REWARDS
Total Rewards: Strategically Achieving Business Results
Strayer University
Abstract
Total Rewards reflects what employees' value from its employer. It focuses on five elements that
attract, motivate, and retain the talent to achieve business goals. These elements are: Compensation,
Benefits, Work– Life, Performance and Recognition and Development and Career Opportunities
(WorldatWork, 2007, p. 4). This paper describes the five advantages of a total rewards approach,
five ways a total rewards strategy can go astray, six steps involved in the design of a total rewards
program and eight steps involved in the communication process of a total reward program
(WorldatWork, 2007, p. 15–64). Finally, the paper ... Show more content on Helpwriting.net ...
The organization must look at the current rewards, and assess the rewards mix and its effectiveness
(WorldatWork, 2007, p. 28). Next step is establishing a total reward strategy that links to the
organizational goals, culture, and change efforts (WorldatWork, 2007, p. 32). Once the strategy has
been identified, developing an effective rewards strategy requires determining the purpose and scope
of the program, eligibility of individuals in specifics aspects of the program, a baseline for
measurement and goals, funding for the program, selection and structure of the plan and the timeline
for implementation (WorldatWork, 2007, p. 35). After plan development, the action begins––
implementation. This involves obtaining management approval, forming an implementation team
and conducting pilot test of the plan, before communicating to the entire organization
(WorldatWork, 2007, p. 39–40). Once the plan is implemented, communication begins by educating
employees on the plan and showing how it links to the overall business strategy. This step helps set
the plan expectations and aids in the employee understanding of a total rewards package. The
information allows employees to make better career choices and confirms the organization's
commitment, which builds trust and loyalty (WorldatWork, 2007, p. 40). Evaluation and revision is
the final step of the process.

Essay Total Rewards
NEW AND IMPROVED REWARDS AT WORK 1 Running head: New and Improved Rewards at
Work New and Improved Rewards at Works HRM 533 Total Rewards Dr. Mary Ann Wangemann
Strayer University June 7, 2012 ... Show more content on Helpwriting.net ...
Employees who are required to do extensive travel will probably need more assistance than an
employee whose job requires them to work out of the office or another facility near where the
employee resides. Another innovative benefit for this specific job can be to offer to pay a certain
percentage for childcare if the employee has children who attend day care or after school programs.
This benefit can be very attractive as the cost for childcare continues to increase. In most cases,
tailored benefits can make work life less stressful and a lot easier for employees whose personal life
may keep them very busy. Many experts argue that tailored benefits can be worth as much to an
employee as a pay raise. Different benefits appeal to different people. In order to understand people
needs, employees must take in consideration age, gender, marital status, family size, health and level
of education. In taking all of these in consideration, the company is able to design attractive benefits
packages that will attract, retain and motivate employees. Innovative benefits helps to build value
within the organization. If employees feel the company cares about their by well– being by
consistently adding or making changes to benefits programs, they will in turn get more out of
employees because employees should exceed the expectations of the job to earn pay while getting
good

Benefits Of An Effective Total Rewards Program
Having the ability to sell a product takes great talent. To make it in the sales business a person has to
be driven, motivated, and persistence. There are several components that go into training a sales
person. They have to possess the ability to read people and to know what they want before they say
it. Being a car sales person takes a person that understand the compensation plan for the
organization, learning what customers are looking for in a sales person, and to sell that vehicle while
making the customer feel that were not haggled (World at Work, 2007).
This paper will discuss in some detail about what goes into a good salesperson and how to get
clients. It will also discuss six total rewards program. Define the behaviors of the sales force that are
targeted with the compensation plan. Next, look into how a value proposition is accomplished for
current and future employees at car lot. Specify how fascinated future salespeople may be in the
near future. Six Features of an Effective Total Rewards Program
The sales department is the heart of every company. A company depends on the sales of their
products. The success of the sales department is imperative to the continued growth of a company.
In order for a sales department to experience success, the company must find new ways to motivate
the employees on a continuous basis. An excellent way to motivate the employees is to provide
incentive programs or total rewards programs. These incentive programs

The Success Of Total Rewards Program Essay
Question 1: Assume an organization wants to gauge the success of its total rewards program.
Discuss at least two possible metrics or outcomes it might use. Be sure to explain why you chose the
metrics you discuss and how they are indicative of a successful total rewards program. A total
rewards system is utilized to motivate, attract, and retain employees whom offer talents to an
organization. Total rewards can be either intrinsic and extrinsic rewards, which can include
compensation, benefits, and personal growth. It can be somewhat difficult to retain a steady and
reliable staff due to the numerous opportunities that are available in today's workforce and
organizations must do all they can to keep their employees engaged and motivated. After companies
assess, design, and execute their total rewards programs, the final and most overlooked phase is to
evaluate its success, or failure. The evaluation phase shows management the benefits of their total
reward system and if the investment has paid off or not. Employee productivity and job satisfaction
are two methods which can be used for this purpose. Employee productivity can be measured by a
company's operational reports. Operational reports can be gathered by a system that keeps track of
each employees daily, weekly, and monthly production. This process would be more beneficial is
there was already a system in place to track employee productivity. If so, managers could run those
reports prior to, during, and after

The Pros And Cons Of Casino Gaming
When it comes playing casino games from slots to poker, players and casino regulars have one
over–riding objective– to win the game and the jackpot. Who wouldn't want to win beat other
players and the casino, and fetch massive jackpots along the way? Unfortunately, this is not always
the case for players who take on the challenge of casino games. In casino gaming, losses are natural,
and there's a big chance that one loses than wins big. Failure to win every single spin or game online
is not an excuse to stop playing casino games, thanks to the random number generators and the
promise of jackpots. But there is one more thing that can motivate players to play more even if they
lose some games along the way– the casino's cash back refund. If ... Show more content on
Helpwriting.net ...
Under this example, the casino has set a 'cap' on the maximum amount that can be given back by the
casino. The casino will still base the allocation based on a percentage, but will only offer up to EUR
50. Any amount in excess of the amount will no longer be honored by the casino.
Other Rules to Keep in Mind When Using Cashback Refund
Aside from the cap that can be placed by the casino operator, there are other specific rules that
should be considered. For example, some casinos will require players to meet a certain amount of
lost money before they can avail of this bonus program. These casinos will require a 'minimum loss'
for players to qualify for the program. Other casinos will also set a rule that these losses should be in
games identified by the casinos. Before joining or attempting to claim this bonus, it is advised that
players should read first the Terms and Conditions, and ask for technical support, when necessary.
Claiming the reward is also subject to casino rules, as indicated in the Terms and Conditions.
Depending on the casino operator, players may have to wait for a few days or after 24 hours before
the cash or bonus money can be reflected in the account. If the bonus fails to reach the account,
players are advised to contact

The Total Rewards Program
Organization Overview
This paper will discuss the total rewards program. This company is a beverage and bottling
company that has been in business for over 100 years. Currently we operate in about 3 continents
and in about 20 different countries all over the world. SZT Corp is the home to over 20,000
employees with about 2,000 management–level employees worldwide.
Armstrong (2012) affirms that definitions of total rewards characteristically includes not only
traditional, quantifiable elements such as salary, variable pay and benefits but comprises also more
intangible non–cash components such as gaining knowledge, ability to acquire and act or take
responsibility, progress in career, and the conducive environment provided by the organization. SZT
Corp requires a pretty complex and flexible total rewards program to meet the needs of their multi–
national colleagues. The total rewards programs has to slightly vary for each country that SZT Corp
operates in and must cover compensation, benefits, performance and recognition, learning and
development, and a work–life balance. SZT Corp has to maintain a total rewards program that
remains competitive with the competitors in the different nations all over the world.
Total Rewards Strategy
In order to meet the HR needs of this company, HR must accomplish the elements discussed in the
succeeding paragraphs that address the fundamentals of this type of total rewards system while
complying with the regulatory environments.
The

Hp 's Total Rewards Program
HP recognizes that one of its most important resources is its employees. Therefore, it has developed
several different programs that employees can benefit from and take advantage of. Such programs
include the Total Rewards Program, HP University, Voice of the Workforce, Leadership
Development, and Employee Reassignment. Under HP's Total Rewards Program employees receive
competitive base pay, a comprehensive benefits package, and the chance to earn bonuses based on
their performance. In today's world, it is very important to find a job that can provide great benefits
and HP does not disappoint. It has created a comprehensive benefits package that includes a flexible
medical benefits program allowing employees to build their own plan, a great 401k plan setting
employees up for the future, vacation time, paid sick leave, adoption assistance program for
employees who chose to adopt, employee assistance program, and several other programs (Hewlett–
Packard, 2010). HP has also realized that in order to have the best workforce, it must provide
training and development programs. As a result, it created the HP University (HPU) in 2013 for
employees to further develop their skills or train for better positions within HP. "With about 10,000
courses to choose from, HP employees completed 5.8 million training hours in 2013, with 75%
delivered as virtual sessions or self–paced online courses, which allow people to learn anywhere,
anytime" (Hewlett–Packard, 2013). In addition, HP

A Company 's Total Rewards Program
A company's total rewards package should be strategically focused to align with company culture
and values. HR professionals should work with organizations to create a holistic and integrated total
rewards program. As business objectives and priorities evolve HR professionals should work to
make sure the company rewards program stays relevant and attractive. Creating and successfully
executing the company total rewards package requires HR staff who are knowledgeable of market
rates and trends. There are many ways to measure the perceived success of a company's rewards
program; I believe attrition rates and performance management are key metric to use to decipher
total program value.
Attrition rates are key data used to gauge the value of ... Show more content on Helpwriting.net ...
By performing quantitative analysis using key metric data HR professionals are ensuring that the
company total rewards program aligns with the company mission and objective. Emphasis should be
placed on rewards package delivery to ensure that rewards are clearly communicated throughout the
organization. With metric data and reporting HR professionals can closely identify areas where
improvement is needed. A successful total rewards program increases the productivity, engagement
and loyalty of employees; contributing to the success of the organization. HR professionals should
focus attracting and retaining top talent with a total rewards package that distinguishes them from
other organizations.
Yes, it is possible for HR practitioners to be an effective advocate for both employees and the
organization. Skilled HR professionals are needed to keep up with rapid changing workforces. HR
professionals that can speak to both the employees and the organization is critical. Advocating for
the employee while keeping business objectives in mind can be achieved by maintaining a balance
on both sides. Facilitating open and transparent conversations between management and employees
helps to ensure that both parties clearly understand the needs and priorities of the other.
Human Resource Management has changed from the traditional personnel management
administration to become an integral part of strategic management in

What Is Total Rewards System Or Trs? Essay
Many of today's companies survive and prosper based on their productivities and outgoings of their
employees. A holistic approach to servicing the employee's needs ensures that their mindsets, efforts
and productivities are all "on the job" and so this limits the worrying of any uncontrollable part of
the employees work experience, working conditions, payments and the relevant benefits. So, to
describe Total Rewards System or TRS in a roundabout way; 'TRS is a combination of various
processes carried out in different areas of the workplace which encompasses three main elements
that which all the employees value from their term of employment, payment/compensation and work
and benefits experience.' A prosperous and successful organisation introduces TRS in order to help
build stability and a very powerful infrastructure as well as a powerful benefit structure. This type of
system helps to promote employee motivation and helps grow a fine balance between organisational
money spent as well as employee input, appreciation and engagement. An example of a TRS is
below Total Rewards System (TRS) Compensation Base Pay Merit Pay, incentives, promotion pay
increases, inflation adjustments Equity based rewards Benefits Health plans Disability income Life
insurance Retirement plans Paid time off Executive benefits Employee assistance program (EAP)
Work Experience Work–life initiatives –wellness program, EFAPs, flex time, etc. Performance
Management – job

New and Improved Rewards at Work
Abstract
The purpose of this paper is to determine how innovations in employee benefits can improve the
overall competitive compensation strategy of the organization. Then, it explains how innovative
benefits could be tied to specific jobs. After that, it critiques the effectiveness of equity–based
rewards systems versus those with more creative approaches and discusses the key elements of
integrating innovation into a traditional total rewards program. And last, it recommends a process
that optimizes an employee–based suggestion program to continually refresh the total rewards of the
organization.
1. Determine how innovations in employee benefits can improve the overall competitive
compensation strategy of the organization. In ... Show more content on Helpwriting.net ...
Also lack of these benefits may cause losing of that employee. These benefits impact the way
employees feel about their work in a either good or bad way. So companies must create innovative
benefits for their employees. Otherwise they can lose their competitive advantage (Worldatwork,
2007). There are a few benefits that employees will expect as standard. These benefits are usually
seen as priority and can include pensions, medical, dental and life insurance and. Aside from priority
benefits a number of companies need to add extra enticements. These employee benefits can include
discretionary bonuses, performance related bonuses, profit sharing, gym memberships. Employers
who then go the extra mile above standard employee benefits packages may be looking at some
extra loyal employees. Innovative employee benefits are not the normal or standard benefits. They
can sometimes be seen as unusual but can actually be very worthwhile. Examples of innovative
benefits can include: * Flexible working hours for employees * Childcare centers * Benefits that
include use by members of the employee's family * Subsidized meals at staff canteens * Certain
companies do offer subsidized housing to employees * Telecommuting and working from home
options * Certain companies do offer use of company accommodation at holiday centers.
Innovations in employee benefits can improve the overall competitive

Performance Management System And Total Rewards Plan For...
Performance Management System and Total Rewards Plan for WeaverTech
Name:
Institution:
Course Title:
Instructor:
INTRODUCTION
Due to the acquisition of WeaverTech formally known as Johnson–Ware an apparel company by
CVX Partners, a private equity firm, there arose a need for the company to change its line of
business to high–end segment of the apparel industry (Beer & Swier, 2015). Before the acquisition
of the company by the new owners, WeaverTech was a closely owned family entity that had been
formed in 1905. Before the proposal to change the company customer base, the company
exclusively relied on the military (70%) and security (30%) as the only customers for the company
products.
The need to change the ... Show more content on Helpwriting.net ...
ANALYSIS OF THE CURRENT SITUATION
a. Potential Flaws with WeaverTech Current Performance Management System
The current WeaverTech Performance Management System can be lauded as having helped the
company achieve the success it had achieved so far. However, a number of flaws in the current
performance system that may have to be rectified include; the recent decrease in the amount of
bonuses of senior managers relative to hourly employees as it is demotivating, the fact that at least
20 percent of the workforce are not satisfied with the current system says a lot, and revelations that
individual performance deficiency and decline of knowledge and skills over time shows that the
company does not give room for creativity (Beer & Swier, 2015). Finally, the lower score that
planning, budgeting and focusing was given shows that the particular managers under this
obligations are incapable of delivering.
b. How the Performance Management System could be changed to Enhance WeaverTech
Organizational Strategy, Mission and Support for Employees
Since the company has consistently produced high quality and high performance apparel that has
commanded high price from the primary market, the US Navy, the company needs to make slight
changes in order to achieve and enhance its

Case Analysis 2 Harrah Entertaiment Essay
Question 3
Stakeholders
The gaming and entertainment industries involve a large amount of individuals. Harrah's
entertainment includes their vendors (major and minor), stakeholders, stockholders, customers and
employees. Gambling is big business to those mentioned above, if it's professional, business,
pleasure or something out of the ordinary. Stakeholders ensure companies policies and procedures
are followed while investing large amounts of revenue to become successful. Due to the industry
becoming saturated, stakeholders ensure their investments are understood by each employee and
their role to ensure the customers is also investing in the organization. To remain successful,
stakeholders must invest and remain competitive within the ... Show more content on
Helpwriting.net ...
I can see Harrah's inviting loyal web based customer through promotional, to come and experience
ground based casino and shows, as a gesture of saying "thank you for your business".
Organizational Structure
Harrah's entertainment organizational structure like any large world leading organization has at its
head a President, Vice President, Chief Financial Officer, Chief Executive Officer, Information
Technology Director and Human Resources Director. Additionally there are assistants for all
executive position and this top brass of the organization ensure company policies, procedures,
vision, mission and goals are carried out and met. Day to day activities are carried out by
department managers and their assistants. There are several departments under each of the above
mentioned, with sub departments. Each department has a senior manager, manager, assistant
manager, senior supervisor, supervisor, assistant supervisor, lead agents and agents. The success of
the organization depends on each individual. Further, each employee is considered a customer
service agent to ensure customers are happy and return to experience the magic. As a strategic
change delivering value to customers, Harrah's must increase its exceptional service, ensuring the
customer feels like family, while meeting and going above their needs, wants and expectations.
Strategies
One of Harrah's strategies is to create

Total Rewards Essay
Introduction Total rewards is an effective tool utilized by employers or leaders to reward their
employees based upon their job productivity, proficiency, and accomplishments. The ability to
understand established processes and procedures must be exercised by leaders in the conduction of
meetings in order to reach a desired end state. Ted's professionalism and resilience were put to the
test, following verbal comments pertaining to Rebecca's job performance from two of the
organization's executives, Peter Strong and Margo Arms. Every job within an organization must
have a salary cap regardless of the employee's competency, work ethic, and production. Employees
serving within a position after reaching its maximum rate of pay and possesses ... Show more
Ted, one of the most popular managers within the company exercised resilience at its finest when
the two executives interrupted him while he was greeting the committee at the onset of the job
evaluation meeting. The meeting was held to discuss job rating reviews, but as Ted was outlining the
purpose of the meeting, the two executives wanted to bypass Ted's plans for the meeting and discuss
Rebecca's job rating in an effort to enhance total compensation within the power of the organization.
In the U. S. Army, most master resilience trainers defines what the two executives were trying to do,
as effective praise. I highly recommend employers and leaders to understand everything within their
ability to enhance total compensation to their employees or individuals because valued, selfless, and
courageous efforts should be recognized and rewarded. I remember countless occasions when my
Soldiers SGT Ni, SSG Stevens, and SGT Tippens would motivate their Soldiers to score high on the
Army Physical Fitness Test (APFT). A few Soldiers would maximize the standards set forth by the
Army during every administered company–level APFT. In return these three Sergeants would come
to me to have the Soldiers stand in front of a formation of other Soldiers and reward them with a
three or four–day weekend pass, do physical training on their own for thirty days, and even get a
certificate of achievement for their accomplishments. There are strengths and weaknesses found in
every

Total Reward Strategies
how much the company will give or help with. Also the incentives you can receive depends on how
well you as an employee perform. Whether it is with your customers providing you with great
scores, so you can get those quarterly bonuses. Or Getting paid more for the number of product you
sell and bonuses for commission employees. Then you have your yearly raises because you have
performed well throughout the entire year. Lastly, you are performing well with your internal and
external customers, and other departments that you were able to get a promotion. Now you're
receiving those incentives of being a manager or supervisor. Total Rewards Strategy The total
rewards system proposal must have a strategy that "collectively define an organization's

Case Study: HRM 533: Total Rewards
Assignment 4: United States Department of Labor Case Study Philis Chepkoech Dr. Lorna Thomas
HRM 533: Total Rewards 8/28/17 Describe the major features of this Website and how each feature
can be used to monitor employee benefits. Benefits are essential regarding compensation and the
availability of benefits, such as pensions and health insurance matters to employees and is a
hallmark of better jobs (Worldat 2007). For employers, benefit plans are encapsulated in the total
labor costs and require substantial expertise to administer. Klonoski (2016) indicated that
employment laws affect benefit plans and because these benefits are required by law, employers do
not gain much advantage in the labor market by offering them thus employers only focus on
complying with ... Show more content on Helpwriting.net ...
It also gives media contacts where individuals contact for more information or seek clarification.
They have a contact information where employers and employees can contact and inquire about
different programs and get direct and instance responses. References
https://www.dol.gov/general/topic/health–plans/cobra Noe, R., Hollenbeck, J., Gerhart, B., Wright,
P. (01/2013). Fundamentals of Human Resource Management, 5th Edition. Klonoski, R (2016).
"Defining Employee Benefits: A Managerial Perspective". International Journal of Human Resource
Studies. Walsh, D. J. (2016). Employment Law for Human Resource Practice, 5th Edition. [Strayer
University Bookshelf]. Weathington, Barton L.; Tetrick, Lois E. (September 2000). "Compensation
or Right: An Analysis of Employee 'Fringe' Benefit Perception". Employee Responsibilities and
Rights WorldatWork. (2007–04–20). The WorldatWork Handbook of Compensation, Benefits &
Total Rewards: A Comprehensive Guide for HR Professionals, 1st Edition. [Strayer University
Bookshelf]. Retrieved from

The Role Of Total Reward And Motivation
3.1 Role of Total Reward and Motivation in the Third Sector Organisation
Providing and working for a specific cause for people and environment is always seen as a positive
attribute. However, employers in the third sector are in race to attract and retain their most important
and valuable asset their employees, who are drifting from working with charitable organisations
towards the private organisations.
Based on a research by the Best Companies in 2009 for HR magazine, it was stated that majority
charitable organisation provide reward and benefits compared to the private organisation (Woods,
2016).
Employees that work in the third sector are often seen as motivated as they are supporting a cause
and providing assistance and support, and it is the manager who has to ensure that this behaviour is
persistent in the employees by providing constant coaching and personal development opportunities
for the employees to feel valued and increase their self–esteem and maintain the level of motivation.
Third sector is defined as charitable, voluntary, community and social association albeit the other
public and private sector in the industry. Hence to ensure the continuity of the third sector, it is
dependent on the employees and volunteers of such organisations. Every third sector needs to be
aware of the needs and requirements of their employees specifically those that are permanent paid
and experience employees. A highly motivated employee will contribute towards the development

Essay On Total Rewards
Depending on the job, benefits can differentiate a, by attracting top talent. The days are diminishing
when employees feel that traditional benefits will do justice. Employees who offer success, want
more than the typical health insurance and retirement savings plan. Different workers want and
different things out of their benefits, which is why companies need their benefit package a bit more
tailed–made, to meet the need of all employees within the company. According to Rose Stanley, a
total rewards practice leader, WorldatWork, the non–profit human resources association, says
companies must try to tailor those offerings in a way that addresses the needs of their workforce but
at the same time keeps costs in line. Employers who can afford ... Show more content on
Helpwriting.net ...
Equity compensation is fundamentally non–monetary pay that represents ownership in a company.
This type of compensation method can include various options, stock, and performance shares. The
equity based reward system enables employees to benefit in the organization's profits. This reward
program supports the placement of employee financial interest, in comparison to the business,
enticing employees to well invested in the company's future. Basically, the value the company holds,
and its stocks will rise due to employee performance, which allows employees in return reap the
benefits in the future. Equity–based rewards is effective in various ways. Employers who do hold
stock, will gain a greater connection with the company versus just being a shared owner. With time,
this may give employees authority to acquire control, once working for a company for a long period
of time. When this option is applied, employees eventually gain the right to regulate this type of
compensation. A, even greater reward for the company, is that it reinforces their decision to stay
with the company long–term. Although, employers may use this reward tactic to attract and retain
key players, however, when there is not much talent to choose from, it can also provide concrete
commitment. Differed from equity based reward system, some employers may use a more creative
approach when designing a benefit package. Some employees may not yet, realize the benefit of
earning a

Geico Total Reward Package: A Case Study
Introduction Total reward packages are designed to attract the potential employee to all the benefits
the organization has to offer. The packages focus on health, financial options so the employee and
their families can full their dreams and live life to the fullest. This paper will discuss a case study
called Geico. It will include information about the Geico total reward program and how it lines up
with the five top advantages of a total reward package. The five benefits are increased flexibility,
improved recruitment and retention, reduced labor costs/cost of turnover, heightened visibility in a
tight labor market and enhanced profitability. Then, construct a plan for ensuring that the Geico plan
talks about all the benefits. Assess the ... Show more content on Helpwriting.net ...
There is also training that assist the employee to enhance their current job skills and or to advance
them to the next level within the organization. The organizations have scholarships that are awarded
to kids that are applying for college. They also have their own school called Geico University. This
school has classes that benefit the employees looking to acquire new job skills and those that want
to pursue other careers ("Total Reward Program", 1996–2016). Financial and retirement benefit
through Geico insurance are 401k. This is a plan where the employees can elect up to 6% of the
salary and the employer will match whatever they opt for. This used towards their retirement. Then
there is flex spending account which again the employee can elect how much money they wanted to
purchase that can be used towards medical or dental expense and it is usually payroll deducted
("Total Reward Program", 1996–2016). They have their own Credit Union that provides discounts to
the employees. They also provide life and accident insurance. These are discounted for the
employees as well ("Total Reward Program", 1996–2016). Geico Rewards that Line Up with Five

Total Rewards
Describe each of the top five (5) advantages of a total rewards approach.
The first advantage of a total rewards approach is self fulfillment so that people are recognized for
what they do and encouraged to reach their potential through effective learning and development
processes and given feedback on their performance. The second advantage is an organization culture
where roles are clear and organizational and personal values are in alignment so that employees
engage and enjoy work. Another way to consider the necessary components of rewarding people is
to view them as individuals, within their team, in the organization and generally in the workplace.
The fourth advantage is recognition, you must make sure that the employees ... Show more content
on Helpwriting.net ...
The next step in developing your communication plan is to identify objective/goal statements that
indicate the "end state" you hope to achieve. It's critical that each of your objectives/goals has a
specific, targeted "end point" or outcome. This both helps you determine the amount of resources
that must be allocated to achieve the goal and also provides an indicator of success. The next step is
to target your audience because you will need to remember that your challenge will be finding a
balance between exerting more effort than is required to communicate to various audiences and not
exerting enough effort to impact the appropriate audiences. A good starting point in identifying
target audiences is to consider the various stakeholders that the message impacts. Each identified
target audience has different communication needs. The content, order and number of key messages
are likely to vary by group. The fewer and more specific your key messages can be, the better. Three
key messages are a good number to aim for more than that will broaden your focus and minimize
the impact of your communication. Objectives/goals identify the end points you hope to achieve.
You will have to go beyond these broad objectives to identify

Geico
Assignment 1
Name: Jolene Grof
For Dr. Larry Byrd
HRM533
Date: April 25, 2014
Geico
Advantages to a Total Rewards Approach
There are several advantages to using a total rewards approach to compensating the workforce. The
top five are described in the text. The following paragraphs discuss the facets of the Geico total
rewards program that align with these advantages: The first facet is increased flexibility. Gieco
offers full–time employees the option to choose their medical plan from a variety of plans. The
company also has a dental plan that will pay out benefits to any dentist in the country. This provides
employees with great flexibility in choosing the right dentist for their needs. The ... Show more
Today's workforce is not all the same and the older generation was more concerned with pay and
benefits rather than flexible work hours or work/life balance programs. The company offers 20
different investment plans for 401k. The company also offers profit sharing, life insurance and
accident insurance. By having the option to choose which benefits an employee wants to enroll in it
helps the employee take control of their own benefits instead of the company offering a set plan that
may or may not fit the needs of what an employee is looking for from their employer. By giving
employees a choice it helps keep costs down instead of automatically enrolling employees in
programs the employee feels they do not need at the present time.
Total Rewards Strategy
Geico needs a strategy that addresses all of these advantages. The company should follow the
following strategy toward this end. Geico will provide a flexible total rewards plan that helps
employees choose the benefits and options of these benefits that will best suit their needs. The plan
will not only help to gain new, talented employees but keep the existing talent in order to increase
profitability by lowering the cost of turnover. Geico will ensure that employee's needs are met so

that employee will feel a sense of loyalty and connection to the company ensuring the a reasonable
return on the company's

Harrah's Entertainment, Inc. Essay
Individual Case Assignment: Harrah's Entertainment, Inc.
1. What are the objectives of the various Database marketing (DBM) programs and are they
working?
There are two main overall objectives of Harrah's Database marketing (DBM) programs. First,
Harrah's strived to build, increase and retain customers' loyalty to their brand, similar to the way
people tend to be loyal to their mechanic or hair dresser. The strategy to achieve this goal was to
ensure that they crafted and sustained a relationship with their customers and reinforced the
emotional tie with personalized attention and fast service. The second objective piggy–backs on the
first – that customer loyalty will yield incremental business and increase company revenue. ... Show
more content on Helpwriting.net ...
2. Why is it important to use the "customer worth" in the DBM efforts rather than the observed level
of play?
The case study article defines customer worth as "the theoretical amount the house expects to win,
over the long term, from a customer based on his level of play." This calculation allows Harrah's
management to more strategically analyze and predict a customer's future spending as opposed to
analysis of 'observed level of play' which is only based on a customer's previous spending patterns.
The example contained in this article of Ms. Maranees best exemplifies the benefits of calculating
customer worth as opposed to an observed level of play. Ms. Maranees only played a limited amount
in a short timeframe at Harrah's, so if one were to solely judge her future habits by her observed
level of play during that trip, they likely would not feel that she was a customer worth targeting.
However, in analysis of her customer worth and theoretical wins, it was evident that Ms. Maranees
was likely a very profitable customer who was probably bringing a majority of her business to
Harrah's competition, so it would in fact be advantageous for Harrah's to win her business.
3. How does Harrah's integrate the various elements of its marketing strategy to deliver more than
the results of Database Marketing?
When Gary Loveman was hired as Harrah's COO, one of his goals was to change the focus from
bringing customers in to individual Harrah's locations

Total Compensation Is The Package Of Quantifiable Rewards
Section A: Question # 2: Total Compensation is the package of quantifiable rewards an employee
receives for his or her labors. It includes three components: base compensation, pay incentives, and
indirect compensation/benefits (Gomez–Mejia, Balkin, & Cardy, 2016, p. 317). Although
government pay has grade level (e.g. Grade 1 – 15) and you might tend to know a GS 1 salary from
a GS 14 salary; however, it's still a secret because there are steps 1 through 10 per grade levels.
There are really no secrets when it comes to salary because people talk. I believe on a fundamental
level that the openness is better that secrecy in all we do including salary due to the fact that this will
help organizations to retain the best employees because they are more likely to feel they are getting
a fair salary. I also believe that openness will perpetuate unfair salaries which are bad for people and
for the organization. I am of the conviction that one of the main reasons for salary secrecy may
surely be that they are not currently fair and therefore making salaries open seems dangerous to
many workplaces. Maybe Mr. John Doe is making more than me, not because he does a better job,
but because he drives a harder bargain when it comes time to negotiate salaries or is a close
associate of the boss. In the salaried ranks of the working world, not everyone get the same salary of
raise if they are paid according to contributions, therefore, salary openness would do the
organization a lot of good

Hrm 533 Total Rewards Strategy Proposal
Abstract
This paper is provided to create, organize, and manage a total rewards program for an insurance
company. First, it indicates the requirement of a total rewards system for the company. Then, it
formulates a competitive strategy and explains it. Since the communication of a strategy is as
important as the strategy itself, the paper includes a communication plan of the strategy. And last but
not least it studies devising a competitive pay structure.
1. Create a brief overview of the company requirements for a total rewards system.
Company A is a holding company that provides financial protection, insurance and asset
management services that employs 20,000 employees in 17 different countries in Europe, North
America and ... Show more content on Helpwriting.net ...
* have employees who value individuals and their diversity, respect others and openly share
information, knowledge and views to help colleagues succeed. * act in line with its values of
professionalism, innovation, pragmatism, team spirit and integrity.
2. Formulate a total rewards strategy to encompass the fundamentals of compensation and the
regulatory environments.
A well–articulated compensation philosophy drives organizational success by aligning pay and other
rewards with business strategy. It provides the foundation for plan design and administration and
anchors current and future plans to the company's culture and values (Kaplan, 2006, p.32).
Recognizing and rewarding achievement is the cornerstone of the company A's compensation
philosophy. The mission of the company is to attract, select, place and promote all individuals based
on their qualifications. The company believes that performance–based compensation helps attract,
develop and retain talented professionals. In addition to base pay which based upon local market
conditions and targeted to be above market, the company provides the following types of potential
compensation to reward performance: * Annual Merit Increases (all exempt and nonexempt salaried
employees are eligible) * Annual Promotions (all exempt and nonexempt salaried employees are
eligible) * Annual Spot Bonuses (all exempt and nonexempt salaried employees are eligible) *
Short–Term Incentive

Total Compensation Is The Monetary And Nonmonetary Rewards
Total compensation is the monetary and nonmonetary rewards offered to employees. Therefore, this
can help the organization be effective or prevent it from being effective. Consequently, the purpose
of this paper is to briefly analyze the positive and negative effects of total compensation. Total
compensation influences productivity in numerous ways. For instance, "compensation practices that
link pay to the company's financial performance or other indicators of productivity can help focus
employees' attention on finding new ways to reduce costs and increase revenues"(Jackson, S. E.,
Schuler, R. S., & Werner, S. 2012). Two preferred ways employees contain cost is by changing the
pay mix and by emphasizing nonmonetary compensation. ... Show more content on Helpwriting.net
...
As a result, this increases the talent pool and can make them an employer of choice among their
competition.
A total compensation system could prevent an organization from being effective in several ways; for
instance, if their total compensation package is not aligning with the employee needs, "total
compensation influences employee attraction, motivation, and retention. However, the importance
of the various components depend on the person and his or her situation"(Jackson, S. E., Schuler, R.
S., & Werner, S. 2012). The compensation system within an organization should align to the overall
Business plan to achieve expected results. In other words, the total compensation includes: base pay,
performance based pay, benefits and services, and nonmonetary rewards. All of this together should
reach a balance; otherwise, the expected results would be devastating. During recession, many
Americans suffered, and the economy pressured many organizations to cut workers. However,
experts on the matter explain, "In light of the massive number of layoffs, pay cuts look like the more
humane cost–cutting tactic because they save jobs. UCLA management professor David Lewin says
a small reduction in pay, when handled carefully, can even foster a collegial spirit during hard times.
"It sends a signal that no one is expendable, but everyone is valued. We all suffer the pain

Company Policies And Procedures Of The Hotel Total Rewards
2. COMPANY POLICIES AND PROCEDURES
No one under 18 years of age is permitted to work on assignment as an internal or external worker.
Your pay is an important part of the overall compensation package that this hotel offers you for the
work you do and the contributions you make. To achieve our mission of making life better for
people around the world, we need all our employees performing at their best. That 's why we use our
compensation programs to reward and recognize your contributions and performance.
Compensation is one element of the Hotel Total Rewards, which also includes benefits, learning and
development opportunities, and other amenities such as cafeterias, well–being programs, and
employee activities. In this section, you 'll ... Show more content on Helpwriting.net ...
o Concierge
A hotel concierge recommends dining spots, book reservations, let customers know about discounts
for attractions and more. o Event Planning
Events like business meetings, banquets or family meetings. They meet with potential customers,
quote prices, secure contracts and provide event coordination services. o Housekeeping
Hotel housekeepers are responsible for cleaning guest rooms, preparing vacant rooms for new
guests, and also keeping common areas of the hotel – such as lobbies, bathroom facilities and
workout rooms – clean. o Maintenance
Maintenance employees are responsible for the upkeep of hotel facilities and equipment. Duties may
include repairing furniture, troubleshooting electronic equipment, grounds keeping and pool
maintenance. o Food Service
Hotels that have restaurant facilities hire cooks and wait staff to prepare and serve food and drinks.
Positions may include opportunities for chefs, cooks, bus staff, servers, bartenders and more. This
may include dining room meal, room service takeout and delivery and catering.
Salary scales define the amount of base pay available for a job or group of jobs. The scales, or
ranges, allow for jobs with similar scope or level of responsibility to reflect market differences as
well as differences based on level of contribution, which helps drive our high–performance culture.
Within every type of job we can find three

Total Rewards Strategy Analysis

Recommended

Recommended

More Related Content

More from Trina Jackson

More from Trina Jackson (20)

Recently uploaded

Recently uploaded (20)

Total Rewards Strategy Analysis