Beruflich Dokumente
Kultur Dokumente
Lawlers model
Resources
Reward system
Environment
Any Reward Strategy will express clearly the organisations intentions, and form the basis for communicating these intentions to employees
Internal Equity
Pay differences Equitable pay structures
SALARIES
Internal & External factors
TotalReward Principles
Benefits Greater portability Fewer links to age and service Emphasis on nontraditional benefits Focus on shared responsibility Designed to reflect life stages and provide maximum flexibility Use of cost-effective delivery mechanisms
Work Environment Emphasis on committed leadership who articulate vision for success & plan to get there Consistent & regular communication about business & performance expectations Systematic measurement of culture and ongoing improvements Emphasis on line-of-sight involvement and rewards for performance Careful alignment of all people systems with company goals
TOTAL CASH
LIFESTYLE BENEFITS
SAVINGS CHOICES
Base salary
Variable bonus TOTAL CASH Shares Share Options Base salary LIFESTYLE BENEFITS Advice services Company Discount/Loans Post retiral medical benefits
Pay increase
Company car
Holiday Homes
Recognition
Healthcare
TotalReward Myth
is the same in every country is only for people with share options is a smiling face is base salary and bonus is a cafeteria system where employees can choose has been union negotiated
Truth
can include development is flexible supports the Spirit of GSK fits the GSK identity is a set of global principles includes total cash, savings and lifestyle benefits
TotalReward Myth
is the latest fad has all the elements of it designed centrally gives a benefits valuation will solve all hiring needs
Truth
is a brand is a framework is about employee retention values the whole package rewards success is an employee value proposition tailored to each country driven my market data
So TotalReward is..
End