The Total Reward Report
The Total Reward Report - companiesandmarkets.com adds new report
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19.11.2008 01:59:01 The Total Reward Report - a new market research report on www.companiesandmarkets.com
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Total reward practice - your definitive guide
Learn why world-class companies are pioneering total reward practices
Find out how to juggle cost/benefits to maximise your total reward ROI
Gain insights into effective planning and implementation techniques
Discover the power of aligning reward to strategic goals
Use total reward to increase workforce engagement
Apply best-practice lessons to deliver high-impact reward
The Total Reward Report tells you all you
need to know about implementing policies and practices that deliver hard business benefits. Use the tips and action points to shape a total reward strategy that helps you to:
· Win the battle for the best people
· Engage staff to maximise their contribution
· Build a reputation as a world-class employer of choice.
This comprehensive new report will help you to develop the business case and the best strategy for your organisation. It will also help you solve the trickier questions associated with reward practices, including bonus schemes and when to use them.
Developing a strategy is only part of the task. Implementation is the area where companies often come unstuck. The Report explores the practicalities of putting total reward into practice – from gaining line management and staff buy-in to delivering consistent and effective benefit services.
· Go inside leading companies - ranging from AstraZeneca to RBS, from Google and HCA Health One - to understand their unique approach to total reward.
· Eavesdrop on some of the most influential consultants and academics. Find out what Ed Lawler, Centre for Effective Organizations Helen Murlis of Hay Group, David Nalbantian and Clive Wright of Mercer can help you avoid common mistakes and make better reward decisions.
· Cherry pick ideas from leading experts and practitioners to build a competition-beating total reward programme.
The Total Reward Report puts you at the forefront of pioneering developments and corporate experience so you can benefit from this exclusive body of knowledge.
All your most important questions answered
The Total Reward Report tackles all the key questions to help you see the issues clearly:
· What regulatory, social and political issues affect reward design and strategy?
· What are the current philosophies of reward and recognition for different levels of the workforce?
· What internal needs and pressures require us to rethink rewards?
· How can we ensure that rewards are aligned with strategic priorities?
· How do rewards help to build core business competencies, capabilities and performance to underpin competitive strength?
· What aspects of reward/compensation help to differentiate us from competitors?
· Where are best sources of total reward good practice?
· What gaps are revealed in our reward approaches compared with leading organisations?
· What issues are we trying to address by improving reward and compensation?
· What is best practice in planning and implementing a total reward strategy?
· What are the key roles and relationships in reward functions?
· What different kinds of reward capabilities, responsibilities and accountabilities are required?
· How are approaches to reward changing and why?
· What will organisations be doing differently in two-to-three years’ time?
Asking the right questions is a start. But you also need answers that help you devise smart solutions. That’s where The Total Reward Report proves invaluable:
· Work environment and culture are taking on new significance for the rising generation. See how Google and others have rethought work for the web era.
· Pensions … how companies are tackling the death of the final salary pension plan, with examples from BAE and GlaxoSmithKline.
· Benefits … some companies find ingenious ways of delighting their staff, without breaking the bank, see Borders’ free book scheme and other initiatives.
· Health and wellbeing … gyms plus health checks, doctors and dentists on site, advice and education on tap can result in up to three-times return on investment in lower absenteeism rates, as AstraZeneca, Worthington Industries and Colgate found.
· Engagement strategies … St Lukes, SC Johnson, Google are some of the companies that take an inclusive approach to rewards.
· Reward frameworks ... innovative pay, benefits, personal development and working environment solutions at BT, RBS and Nationwide.
· Bonuses ... how to structure bonus schemes that improve rather than undermine performance.
· Benchmarking cost and value ... every company wants cost-effective solutions. Discover how benchmark surveys can help.
· Recognition ... why a little recognition goes a long way for companies like SW Airlines, Unisys, and St Lukes.
· Promoting loyalty ... what you can learn from best-employer league tables.
The total reward innovators reveal their secrets
AstraZeneca – bringing Advantage to employee rewards
How AstraZeneca UK (AZ) redesigned its reward package following the merger of the Swedish multinational Astra and UK-owned Zeneca in 1999, the former pharmaceutical arm of ICI. Astra Zeneca set out to position itself as an employer of choice in competitive talent markets. The case study describes the Advantage Fund that enables each eligible employee to purchase items from a menu of benefits with associated tax and preferential purchasing savings.
BT – reinforcing values and corporate strategy
To become a world-leading information and communications technology (ICT) solutions group, BT needed a radical shake-up of its whole organisation. Part of this involved a strategic HR initiative that included a new approach to reward. Aligning HR and reward to strategy and values has meant working with the business lines to redesign, map and restructure around 18 job families. The case study shows how roles, capabilities, performance objectives and annual performance assessments have been reinvented to support BT’s corporate strategy.
HCA-HealthONE LLC - a competition-beating formula
Denver-based HCA-HealthONE has deployed a Total Rewards Model not just to reward its diverse workforce equitably but also as a lever for attraction and retention against competing organisations in the US healthcare industry and local employers. The programme has three elements – compensation, benefits and work experience. How the organisation focuses on these three ‘drivers’ to lead the reward team to make improvements every year to this ‘employee value proposition’.
Husky Injection Molding – a values-led basis for reward
Husky, a $935 million turnover Canadian enterprise, is uncompromisingly driven by core values which employees, customers, suppliers and other stakeholders share. Recognised worldwide for its ‘best practices’ in trade, employment, community and environmental policies, the company has developed a reward system that is driven by its values, including rewards for implementing the company’s commitment to environmental values. The case study shows how Husky’s corporate culture informs all aspects of its total reward philosophy and practices.
Nationwide – incentivising commitment
Nationwide, the world’s largest building society, a member-owned financial services organization, has taken an innovative approach to reward. The case study describes its ‘Committed and Engaged Person’ model and the philosophy of ‘total remuneration’ introduced in 1999. How this mix of pay, benefits, training/development opportunities, and high quality work environment is structured and the business benefits that the building society attributes to its total reward practices are explored in detail.
The Royal Bank of Scotland – flexibility for growth
The Royal Bank of Scotland Group (RBS) is among the largest global banks with 142,000 people. Since the turn of the Millennium its reward strategy has undergone a long process of evolution that still continues. The case study outlines RBS’s concept of total reward, its implementation across the group and the business benefits it brings. This includes total reward’s roles in delivering its strategic HR policies and meeting the changing business challenges faced by different divisions of the banking group.
Plus...many more examples from leading companies such as • Boeing Corporation • Cisco Systems • Colgate • Corning • FedEx • Google • John Lewis • McDonald’s • Starbucks • Tesco and many others
www.companiesandmarkets.com/Summary-General/The- ..
Total reward practice - your definitive guide
Learn why world-class companies are pioneering total reward practices
Find out how to juggle cost/benefits to maximise your total reward ROI
Gain insights into effective planning and implementation techniques
Discover the power of aligning reward to strategic goals
Use total reward to increase workforce engagement
Apply best-practice lessons to deliver high-impact reward
The Total Reward Report tells you all you
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· Win the battle for the best people
· Engage staff to maximise their contribution
· Build a reputation as a world-class employer of choice.
This comprehensive new report will help you to develop the business case and the best strategy for your organisation. It will also help you solve the trickier questions associated with reward practices, including bonus schemes and when to use them.
Developing a strategy is only part of the task. Implementation is the area where companies often come unstuck. The Report explores the practicalities of putting total reward into practice – from gaining line management and staff buy-in to delivering consistent and effective benefit services.
· Go inside leading companies - ranging from AstraZeneca to RBS, from Google and HCA Health One - to understand their unique approach to total reward.
· Eavesdrop on some of the most influential consultants and academics. Find out what Ed Lawler, Centre for Effective Organizations Helen Murlis of Hay Group, David Nalbantian and Clive Wright of Mercer can help you avoid common mistakes and make better reward decisions.
· Cherry pick ideas from leading experts and practitioners to build a competition-beating total reward programme.
The Total Reward Report puts you at the forefront of pioneering developments and corporate experience so you can benefit from this exclusive body of knowledge.
All your most important questions answered
The Total Reward Report tackles all the key questions to help you see the issues clearly:
· What regulatory, social and political issues affect reward design and strategy?
· What are the current philosophies of reward and recognition for different levels of the workforce?
· What internal needs and pressures require us to rethink rewards?
· How can we ensure that rewards are aligned with strategic priorities?
· How do rewards help to build core business competencies, capabilities and performance to underpin competitive strength?
· What aspects of reward/compensation help to differentiate us from competitors?
· Where are best sources of total reward good practice?
· What gaps are revealed in our reward approaches compared with leading organisations?
· What issues are we trying to address by improving reward and compensation?
· What is best practice in planning and implementing a total reward strategy?
· What are the key roles and relationships in reward functions?
· What different kinds of reward capabilities, responsibilities and accountabilities are required?
· How are approaches to reward changing and why?
· What will organisations be doing differently in two-to-three years’ time?
Asking the right questions is a start. But you also need answers that help you devise smart solutions. That’s where The Total Reward Report proves invaluable:
· Work environment and culture are taking on new significance for the rising generation. See how Google and others have rethought work for the web era.
· Pensions … how companies are tackling the death of the final salary pension plan, with examples from BAE and GlaxoSmithKline.
· Benefits … some companies find ingenious ways of delighting their staff, without breaking the bank, see Borders’ free book scheme and other initiatives.
· Health and wellbeing … gyms plus health checks, doctors and dentists on site, advice and education on tap can result in up to three-times return on investment in lower absenteeism rates, as AstraZeneca, Worthington Industries and Colgate found.
· Engagement strategies … St Lukes, SC Johnson, Google are some of the companies that take an inclusive approach to rewards.
· Reward frameworks ... innovative pay, benefits, personal development and working environment solutions at BT, RBS and Nationwide.
· Bonuses ... how to structure bonus schemes that improve rather than undermine performance.
· Benchmarking cost and value ... every company wants cost-effective solutions. Discover how benchmark surveys can help.
· Recognition ... why a little recognition goes a long way for companies like SW Airlines, Unisys, and St Lukes.
· Promoting loyalty ... what you can learn from best-employer league tables.
The total reward innovators reveal their secrets
AstraZeneca – bringing Advantage to employee rewards
How AstraZeneca UK (AZ) redesigned its reward package following the merger of the Swedish multinational Astra and UK-owned Zeneca in 1999, the former pharmaceutical arm of ICI. Astra Zeneca set out to position itself as an employer of choice in competitive talent markets. The case study describes the Advantage Fund that enables each eligible employee to purchase items from a menu of benefits with associated tax and preferential purchasing savings.
BT – reinforcing values and corporate strategy
To become a world-leading information and communications technology (ICT) solutions group, BT needed a radical shake-up of its whole organisation. Part of this involved a strategic HR initiative that included a new approach to reward. Aligning HR and reward to strategy and values has meant working with the business lines to redesign, map and restructure around 18 job families. The case study shows how roles, capabilities, performance objectives and annual performance assessments have been reinvented to support BT’s corporate strategy.
HCA-HealthONE LLC - a competition-beating formula
Denver-based HCA-HealthONE has deployed a Total Rewards Model not just to reward its diverse workforce equitably but also as a lever for attraction and retention against competing organisations in the US healthcare industry and local employers. The programme has three elements – compensation, benefits and work experience. How the organisation focuses on these three ‘drivers’ to lead the reward team to make improvements every year to this ‘employee value proposition’.
Husky Injection Molding – a values-led basis for reward
Husky, a $935 million turnover Canadian enterprise, is uncompromisingly driven by core values which employees, customers, suppliers and other stakeholders share. Recognised worldwide for its ‘best practices’ in trade, employment, community and environmental policies, the company has developed a reward system that is driven by its values, including rewards for implementing the company’s commitment to environmental values. The case study shows how Husky’s corporate culture informs all aspects of its total reward philosophy and practices.
Nationwide – incentivising commitment
Nationwide, the world’s largest building society, a member-owned financial services organization, has taken an innovative approach to reward. The case study describes its ‘Committed and Engaged Person’ model and the philosophy of ‘total remuneration’ introduced in 1999. How this mix of pay, benefits, training/development opportunities, and high quality work environment is structured and the business benefits that the building society attributes to its total reward practices are explored in detail.
The Royal Bank of Scotland – flexibility for growth
The Royal Bank of Scotland Group (RBS) is among the largest global banks with 142,000 people. Since the turn of the Millennium its reward strategy has undergone a long process of evolution that still continues. The case study outlines RBS’s concept of total reward, its implementation across the group and the business benefits it brings. This includes total reward’s roles in delivering its strategic HR policies and meeting the changing business challenges faced by different divisions of the banking group.
Plus...many more examples from leading companies such as • Boeing Corporation • Cisco Systems • Colgate • Corning • FedEx • Google • John Lewis • McDonald’s • Starbucks • Tesco and many others
www.companiesandmarkets.com/Summary-General/The- ..
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