michael armstrong 2mb

Download Michael Armstrong 2MB

Post on 29-Nov-2014

135 views

Category:

Documents

4 download

Embed Size (px)

TRANSCRIPT

TOTAL REWARDMichael Armstrong

total reward defined

Total reward includes all types of reward non-financial as well as financial, indirect as well as direct, intrinsic as well as intrinsic. It is a value proposition which embraces everything that people value in the employment relationship and is developed and implemented as an integrated and coherent whole.

total reward definitions

Centrica Mix extrinsic and intrinsic rewards to encourage employees discretionary effort. Nationwide A mixture of pay elements, with a defined cash value, benefits which have an intrinsic value, a positive and enjoyable work environment, and opportunities for learning and development; all designed to make Nationwide an employer of choice.

Unilever Total reward encompasses all the elements of what it means to come to work.

rationale for total reward

Creating a fun, challenging, and empowered work environment in which individuals are able to use their abilities to do meaningful jobs for which they are shown appreciation is likely to be a more certain way to enhance motivation and performance even though creating such an environment may be more difficult and take more time than simply turning the reward lever.

Jeffrey Pfeffer Stanford University

Characteristics of a total reward strategy (CIPD)

Holistic - focuses on how organisations attract, retain and motivate employees to contribute to success using an array of financial and nonfinancial rewards. Best fit tailored to the organisations culture and work processes. Integrative the reward system is integrated with HR policies and practices. Strategic aligns reward and business strategies. People centred - focuses on employee needs and wants. Customised provides a flexible mix of reward that offers choice. Distinctive - uses rewards to create a distinctive employer brand. Evolutionary long-term, incremental approach

models of total reward

total reward (engaged performance) model Hay Group

quality of work

tangible rewards

work/life balance

engaged performancefuture growth/opportunity inspiration/values

enabling environment

total reward model - WorldatWorkTotal rewards are all the tools available to the employer that may be used to attract, motivate and retain employees. Total rewards include everything the employee perceives to be of value resulting from the employment relationship

organisational culture business strategy HR strategy

total rewards strategy compensation benefits work/life performance and recognition development and career opportunities

attract motivate retain

employee satisfaction and engagement

business performance and results

total reward model Watson Wyatt

business strategy

human capital strategy

total reward strategyfixed reward costs fixed costs of employment value of role to organization performance-based rewards variable costs of employment environment-based rewards intrinsic rewards employment deal

contribution made by individual

effective delivery through focused communication, greater flexibility and use of technology

total reward model - Towers PerrinTRANSACTIONAL (TANGIBLE)

PAY/REWARD base pay contribution pay shares/profit sharing recognition LEARNING AND DEVELOPMENT workplace learning training performance management pensions health care perks

BENEFITS

flexible benefits WORK ENVIRONMENT

core values leadership employee voice job/work design

career development

RELATIONAL (INTANGIBLE)

total reward model - Michael Armstrong

base pay transactional rewards contingent pay employee benefits total reward learning and development relational rewards the work experience recognition, achievement, growth non-financial rewards total remuneration

total reward at Nationwide

Development

Our strategic objective for rewards : To attract, retain and motivate people to perform to the highest standards possible Those who excel by living the values and contributing the most will benefit the mostReward Environment

Committed and engaged employee

Leadership behaviours

Quality of work

Norwich Union Insurance: total reward framework

reward

performance

pay benefits

progression, performance and pay

recognition brand supporting behaviour challenging work

development

career framework

learning opportunities personal development

career opportunities meaningful job content

conduct diagnostic review monitor and evaluate define objectives

communicate

making total reward happen

develop approach(involve)

implement progressively(encourage/guide)

prioritise design

total reward issues

How do we convert rhetoric into reality? Should we distinguish between total reward and total remuneration? How are we going to persuade people that total reward is a good thing?

How are we going to communicate the benefits of total reward? What priorities do we give to the different elements of total reward package? How do we make total reward work, bringing the elements in the package together?

email@ michael-armstrong.eu