Beruflich Dokumente
Kultur Dokumente
Talent Mgmt: how u get ppl, bring them in, engage, develop, retain and deploy.
Rewards: Must be robust to incite behavior u want.
Development: Not everyone will be fully ready to do what u want. Bridging the gap.
Purpose: To have the alignment between the staff employees and shareholders. They will want
to work hard for the company.
Also serve as a retention tool: Lock in employees.
Snowball the cost of leaving because of the long term incentive share plan dividends.
must only be listed.
All tied to performance for variable bonus.
1. Keep fixed cost manageable
2. When staff & company do well, can receive the appropriate amount
Looking at Big picture
Environment/culture: work life balance. Hardly any politics, good working environment.
Better retention than other industries
Do look and compare across industries.
There is overall affordability limit for these.
Annual perf appraisal: towards end of financial year.
Scorecards for key businesses/key appointments.
Benefits:
Flexi-benefits: not cost saving for company. Novelty for employees only.
Refer based on market practice.
Benchmark leave
Reflection of what the company values:
Skills future: supporting gov plans for skills upgrading.
CSR beliefs
New benefit: 2 days of leave for skills-future course.
Grant employees 2 days of leave to do volunteering work.
Average age of employees: 42-44 (mature employees)
Each benefit has to appeal to at least one group of people.