Conceptual framework for performance management strategies (2)Mitchell Jaques
The document provides a conceptual framework for performance management strategies at NDDS Construction LLC. It outlines key characteristics of the construction industry in Arizona where the company is expanding. It then describes the company's values and philosophy and provides job descriptions, skills requirements, and performance measurement methods for key roles like drywall installers, painters, and carpenters. Feedback delivery and control processes are discussed as critical ways to engage employees, ensure accountability, and help the company achieve its organizational goals.
The document discusses various strategies implemented by different companies. It provides examples of Jet Airways entering the low-cost carrier market by acquiring Air Sahara. It also discusses Vodafone's entry into the Indian market through acquisition and operational strategies. Another example provided is of Honda entering the US motorcycle market in 1959 and focusing on smaller bikes, leading to success.
Work redesign encourages companies to review work processes and policies to ensure alignment with strategic goals. It involves doing things differently, not just better. Work redesign starts with the company vision and examines operations and policies from the customer's perspective. Successful work redesign adopts a total approach, recognizes that it should be driven by business needs, selects high-impact processes, thinks innovatively without constraints, addresses impacts to people, involves stakeholders, appoints strong project teams, focuses on eliminating unnecessary work, manages change effectively, empowers managers and workers, and plans phased implementation. Before embarking on work redesign, companies must thoroughly examine root process problems to determine if work redesign is the right solution.
How to run a Great Hotel - Presentation to Northern Ireland Hotels FederationEnda Larkin
This document provides an overview of achieving excellence in the hotel industry. It discusses four key themes: defining direction by establishing a vision, mission, and strategic goals; effective leadership at all levels of the hotel; engaging employees; and becoming truly customer focused. Under each theme, the document outlines various principles and frameworks. For example, it describes developing a leadership competence model that clarifies expectations for what leaders must achieve and how they manage work. The document emphasizes that engaged employees, effective leadership, and a customer focus are important drivers of excellence in the hotel industry.
Organizational Behavior And Employee Relationship Management PowerPoint Prese...SlideTeam
This Organizational management PowerPoint presentation will be useful for the managers in bringing together people on a common platform to make them work towards a common predefined objective. This ppt presentation helpful for managers to perform optimal resource usage by careful workforce preparation and monitoring. This presentation covers an effective communication plan that includes reasons for communication, activity, channels, timing, audience, and responsible person and is useful in Determining organizational structure and design. It also includes strategies that involve employee training, promotional activities, and operations efficiency. This PowerPoint presentation focuses on the current situation of the company including problem areas and Company Performance Indicators. It also covers Organization Readiness assessment for Development, management by objectives including present level and target level task responsibility, monitoring and tracking improvements, Organizational Development Action Plan, process, and framework. In this PPT presentation, we have listed some of the management styles with its features impact on the organization and success rate, Management Styles Selection Matrix, and employees skills enhancing training program. It also covers the leadership goals and control along with criteria and responsible persons who will keep a check on all the activities and organizations cultural improvement plan for the employees such as supportive management, growth opportunity, and trust in leadership. This presentation covers the common threats faced by the organization such as data misused, insider threats, strict compliance regulations, third party threats, and cyber threats. Here we have listed some of the organization ethics and policies that are to be followed by the employees through which internal threats to the company can be prevented. It also includes the responsibilities of key team members involved in the organization management process. This PowerPoint presentation focuses on Role of HR Consulting in Redesigning Organizational Structure, new circular organizational structure design for the company, new hierarchical org structure for the company, organizations workflow stream such as engaging stakeholders, developing new strategy and plans, transition and continues improvement and Employee Engagement activities in the Organization. This PPT presentation covers the factors influencing organizational culture and behavior. Every company has different factors some examples are mentioned below for software and technology companies and manufacturing organizations and the impact after implementing organization management such as improved customer satisfaction, profitable business results, and improvement of company financial performance. https://bit.ly/3e6SajY
Creative thinking to address employee engagement challenges in hotelsEnda Larkin
This document discusses employee engagement and provides a framework for improving it with 12 factors. It begins by defining employee engagement and providing evidence that only a minority of employees are fully engaged. It then presents a framework with 12 factors that impact engagement: leadership, culture, composition, clarity, competence, cooperation, control, communication, challenge, conflict, compensation, and change. For each factor, it asks questions for businesses to consider to help improve employee engagement in that area. The overall aim is to provide a structured approach for businesses to master the challenge of employee engagement.
Coaching for Excellence - Annual Performance Review ProcessTrey Scarpa
The document outlines an annual performance review process called "Coaching for Excellence" for a company. It aims to provide feedback, coaching, aligned work objectives, improved performance, retention, learning and equitable rewards decisions. Key aspects include annual goal setting between employees and managers, quarterly reviews, annual evaluations, and development planning to help employees thrive in their careers. All employees and managers must complete stages of the process by set deadlines.
Build Strategic Learning and Development Partnersteleosconsulting
Teleos Consulting is a $1 billion global consulting firm with 10,000 employees spread across four continents. They faced challenges retaining talent and developing critical skills across business units and locations. Their goal was to improve talent development and the reputation of the learning organization.
They defined new learning and development purposes and performance measures focused on critical skills. They implemented a new organizational structure and shifted offerings to focus on technical and leadership skills. They developed internal staff and the first leadership program delivered by trainers.
The results included a new program that deployed hundreds of specialized employees to projects. Profits exceeded projections in India, attributed partly to new leadership skills. The learning budget and headcount increased despite revenue pressures. Feedback from business leaders
The document discusses a performance review process that involves regular check-ins between managers and employees to assess performance, provide feedback and coaching, and set goals. It recommends using a "Red Light, Yellow Light, Green Light" strategy to categorize performance as below average, average or top contribution. The process involves reviewing performance data, documenting strengths and areas for improvement, setting SMART objectives, and providing feedback and expectations for improvement.
This document discusses performance planning, which involves managers communicating with employees to set expectations for the upcoming period. Performance planning defines goals and metrics for evaluating employee performance. It is a process where the employee and manager work together to determine what the employee will do in the coming year. Performance planning aims to align employee goals with organizational objectives. It also provides feedback and resources to help employees achieve their goals. Competency mapping identifies the key skills required for jobs. It is linked to performance planning as it helps assign the right people to roles and identify training needs to improve performance.
How would you answer five (5) vital questions about your organization? How would your CEO and other levels of the organization answer them? Would you & your employees answer thee questions the same way? This workshop provides the questions needed to align and connect employee performance with your organization's business results.
This document introduces key concepts about business administration. It discusses the main participants in a business as owners, employees, and customers. It outlines five functional areas of business: management, operations, marketing, finance, and accounting. It also explains that businesses are influenced by external forces like the economy, government, consumer trends, and public pressure to act responsibly. The document uses examples like Apple and the fast food industry to illustrate these concepts.
The Balanced Scorecard is a strategic planning and management system that was introduced in 1992. By 2002, over 50% of Fortune 500 companies were using it and it showed implementations in over 50,000 organizations globally. The Balanced Scorecard allows organizations to translate their vision and strategy into objectives and measures across four important perspectives: financial, customer, internal business processes, and learning and growth. When implemented properly with alignment, communication, and feedback, organizations can achieve breakthrough results in short periods of time by focusing all employees and resources on the key strategic priorities.
This document defines and explains various performance measurement terms used in organizations such as KPIs, KRAs, KPAs, and KPIs. It provides examples of how these may be used to measure the performance of different job roles and departments. Key performance indicators (KPIs) are quantifiable metrics that reflect an organization's critical success factors and goals. Key result areas (KRAs) are the specific activities or projects assigned to employees. Key performance areas (KPAs) are the key factors that make up an employee's job duties. The document provides a sample KRA-based performance appraisal form and process that involves setting employee KRAs and measuring performance against them.
An introduction to the purpose, concepts and components of Performance Planning and Management. We look at tools for both business unit and individual employee performance.
Lisa Johnson is the area manager for Citibank's Los Angeles area. James McGaran is the branch manager of Citibank's largest Los Angeles branch. Citibank implemented a balanced scorecard to evaluate manager performance across financial, strategy, customer satisfaction, control, and people measures. For James' first evaluation, he scored above par in all areas except customer satisfaction, which was below par. His overall evaluation was still above par given his strong performance otherwise and that it was the first year of the new system. Management advised him that he needs par ratings in all areas for an above par overall rating in the future.
This document provides lessons learned from Blue Cross and Blue Shield of Alabama's experience with cascading their balanced scorecard. The key lessons are: setting clear strategic anchors; allowing time for perfection; avoiding "cliff diving" by rushing implementation; avoiding getting too detailed at lower levels; using a consistent cascading process; watching for unrealistic targets or mixed messages; embracing change and using the right tools; providing support and communication; and understanding the rules to break them properly for success. The document outlines their cascading approach and experiences at various levels to derive these lessons.
Creating Performance Based Culture trough Performance Management Systems Kenny Ong
The document discusses performance management systems and CNI Holdings' journey with implementing such systems. Some key points discussed include:
- CNI Holdings faced issues with previous performance appraisal systems, including a lack of alignment with business strategy and improper implementation.
- It is important to focus on business strategy and intent, rather than just best practices, when developing a performance management system. The system should be customized to implement the business plan.
- For a performance management system to be effective, there needs to be proper alignment between the corporate objectives, performance objectives, organizational structure, resources, leadership, and individual employees.
Employee empowerment and engagement can significantly impact productivity. Research shows that work environments that foster trust and quality relationships create the most committed and productive employees. Outstanding leadership means creating an environment where team members are happy and committed. There are several factors that can impact productivity, including providing environmental support, practicing uneventful management, and leaders exhibiting confidence, credibility, and flexibility. Highly engaged employees can see a 25% increase in performance compared to disengaged employees. Case studies show how different levels of engagement can impact annual wages and lost potential performance.
Factor affecting Employee Productivity in TVS Sons and limitiedSlide Dragon
The document discusses a study on factors influencing employee productivity at TVS & Sons Ltd in Coimbatore. The objectives were to determine factors that improve productivity and understand the work environment. 71% of respondents were aged 26-30, 100% were male, and 49% had 3-5 years of experience. Findings showed that 75% completed work on time and 83% felt materials and equipment were sufficient. Suggestions included periodically maintaining machinery, providing proper tools, increasing workforce, improving rewards, safety measures, and work environment quality.
Productivity is defined as the relationship between inputs and outputs. Effective communication is key to productivity as it provides employees with clear goals and information to do their jobs productively. Productivity is measured by factors like the work environment, motivation levels, workflows, and use of technology. High productivity leads to high quality products and services, which improves customer satisfaction and ultimately increases profits.
Workplace2020 Master Class on Total Rewards - Anup Bhasin, UnitedLexCorporateShiksha
This document discusses the perspectives of HR and finance on total rewards and business objectives. It provides examples of how HR and finance may see initiatives like training, development, and retention bonuses differently. Specifically:
- HR focuses on motivation, upskilling, and retention for employees, while finance focuses on calculating return on investment and impact on the company's bottom line.
- For retention bonuses, HR proposed the solution but finance questioned the costs given already high expenses, while missing the ROI perspective.
- The document advocates aligning both perspectives by considering the impact of actions on costs and calculating the net savings of initiatives like decreasing attrition.
- It also suggests adopting a business lens by understanding initiatives' influence on
The document discusses personal productivity and how to improve it. It suggests that people often feel overwhelmed by the amount of work they have to do. It then presents a five step model for improving productivity: collect, process, organize, review, and do. The model advocates processing tasks one at a time, organizing materials into to-do lists and other categories, regularly reviewing progress, and focusing on the most important tasks. Discipline and accountability are important for effective execution.
Productivity is a ratio that relates the quantity of output to the quantity of inputs. It can be measured in different ways depending on the sector, such as the number of hours to produce a good in a factory or revenue per employee in a service sector. Productivity growth is important for nations and refers to the increase in productivity from one period to the next relative to the preceding period. Productivity can be measured based on a single input, multiple inputs, or all inputs. Formulas are provided to calculate labor, machine, capital, and energy productivity.
Talent Management - NASSCOM Session for Software Products 20143nayan Publishing
The document discusses talent management challenges for software product companies. It notes that most such companies have only 2 founders and lack diversity of skills. Attracting and retaining talent in product management, engineering, and sales is particularly difficult. Small companies are highly dependent on talent but have limited resources for training and career development. The document proposes that companies implement competency frameworks, formal learning and development programs, and retention strategies to build capabilities and engage talent over the long run.
The document discusses productivity in organizations. It defines productivity as output over input and describes ways to measure and improve productivity. Productivity can be measured both quantitatively by metrics like units of output and qualitatively by factors like employee satisfaction and culture. The document also examines how relationships between employees and the organization can influence productivity levels. Maintaining a productive workplace requires support for employees through training, tools, and career development opportunities.
The document discusses several ways to improve employee productivity through better management practices. It recommends fostering a supportive work environment that allows employees to achieve personal goals while helping the company achieve its goals. It also stresses the importance of effective learning, thinking, observation, counseling, and communication to motivate employees and positively influence their behavior in order to maximize productivity.
Enterprise 2.0: Boosting Employee Productivity With Social MediaGerardo A Dada
Web 2.0 and social media have changed how people interact, learn and collaborate. This presentation talks about how social media can boost employee productivity by fostering naturally ocurring communities, promoting knowledge sharing across organizational boundaries and accelerating decisions. Companies that leverage Enterprise 2.0 can also see a reduction in employee on-boarding time accelerating time to productivity and increase customer loyalty by enhancing the workplace to be more personal and modern.
This document discusses various career development interventions that organizations can implement. It begins by providing an overview of the most widely used interventions, including alternative career paths, assessment centers, career coaching/counseling, cross-training, flexitime, job enlargement, job enrichment, job rotation, job sharing, phased retirement, sabbaticals, and temporary assignments. Each intervention is briefly described.
It then presents three case studies and asks the reader to identify which interventions may be most appropriate to resolve each case. The case studies provide an opportunity to stimulate discussion on the benefits and drawbacks of different career development practices. Finally, the document suggests that human resource professionals can use these discussions to get a preliminary sense of career development
Framework Thinking - 7 Frameworks To Skyrocket Your CareerSean Johnson
Discover how to leverage frameworks to become more effective and gain influence in your organization.
Learn more about Framework thinking here: http://www.sean-johnson.com/framework-thinking
JobLink™, Aon Hewitt's global job levelling approach, offers an option of using a traditional points factor methodology, or a career levelling approach, or both in harmony. Descriptors and wording can be adjusted to fit your terminology, ensuring that JobLink™ is flexibly aligned to your organisational requirements.
This case study presents Mayotus' work with a mobility major to re-engineer their job leveling architecture in entirety, re-designing job roles, levels and job grading design, primarily to prepare the organization for the expected business growth & potential expansion while also being in line with industry trends in this space.
Productivity, efficiency, effectiveness, quality, quality of work life, and innovation are all interrelated factors that can impact overall productivity.
Improving one area can positively influence others. For example:
- Increased efficiency (doing more with less) and effectiveness (achieving goals) can directly improve productivity.
- Higher quality outputs that meet customer needs build reputation and demand, leading to greater productivity.
- A positive quality of work life makes employees more satisfied, innovative, and productive.
- Innovation in products/services and work processes can boost quality, efficiency, and productivity over time.
So while productivity specifically measures outputs per input, optimizing those other performance dimensions tends to mutually reinforce gains in overall
CGMA Competency Framework for CPAs and Finance / Accounting ProfessionalsTom Hood, CPA,CITP,CGMA
The CGMA (Chartered Global Management Accountants) developed a competency framework that helps provide useful context for the career path of a global finance/accounting professional. It follows a trajectory we call the Bounce, where the initial focus is on building core technical skills and learning to lead yourself. Soon the professional moves from task specific technical work to managing people and projects. This is where momentum and development should shift to include more "success skills" like leadership, change management, collaboration, performance management and more. This turn is where the initial career momentum changes direction and there is more emphasis on the skill of leading others and leading organizations. We use the metaphor of a basketball bounce pass to who momentum and trajectory of today's finance / accounting career.
Our Business Learning Institute has been researching competencies and learning plans for finance and accounting professionals since its founding in 1999. We have mapped courses to this framework and have built curriculums for Fortune 1000 finance / accounting teams to offer a strategic and systematic approach to training. We partner with the AICPA to bring you the state of the art in training from technical to the "success skills required by the Bounce.
The Bounce covers the career trajectory of professionals as they move from technical proficiency to managing people and projects and ultimately organizations. The bounce speaks to the change in direction from technical mastery to acquiring competencies to lead others and leading organizations. It is about velocity and trajectory as you shift direction to the need for more “success skills” as you move up n your career. The Bounce includes the latest research on competencies from the AICPA through the CPA Horizons 2025 Project and the CGMA Competency framework.
More information can be found on our website at http://www.blionline.org and at the CGMA website at http://www.cgma.org
Human Resource Management: Employee Welfare,Productivity& Labour WelfarePalak Sood
Labor welfare aims to improve workers' living and working conditions through various facilities and benefits. This leads to higher worker morale and productivity, which benefits the organization. Happy and satisfied workers will be more efficient and focused on work. They will also have lower absenteeism and turnover. This stability and productivity enhances the organization's overall growth and success.
Career management involves helping employees identify their interests, skills, career goals, and action plans to achieve those goals. It is important for both companies and employees. For companies, it helps ensure they have qualified employees and higher commitment. For employees, it prevents frustration and feeling undervalued. Some challenges in career management include onboarding new employees, offering dual career paths for technical specialists, dealing with career plateaus, and accommodating career breaks. Companies address these challenges through structured programs, tools, and defined processes to help guide employee career development.
What if you asked your top four employees to articulate the vision and purpose of your company? Could they do it? What about its business model and strategy? How about explaining their roles and the outcomes for which they have stewardship?
Chances are even your best people would struggle with that exercise. And if they have a hard time, imagine what that implies about the rest of your team.
Those simple questions reveal the level of line of sight you have in your business. And without line of sight, it is virtually impossible to have an engaged workforce.
With that in mind, VisionLink discusses the important role of employee alignment in creating sustained success in all aspects of talent management and performance—and how to create a pay strategy that reinforces the vision and mindset you want your employees to have.
To view a recording of this webinar, visit: http://www.vladvisors.com/compensation-knowledge-center/webinars/how-to-improve-line-of-sight-and-why-it-matters
To learn more about VisionLink, visit: www.vladvisors.com
How to Ensure that Rewards Drive Growth
If you run a business, it’s likely you see a future company that is bigger and better than the present enterprise. You also probably recognize that to fulfill that vision, pay will have to play a strategic role. Growth will not be achieved simply because you’re paying a competitive salary, have a group medical plan and/or allow your employees to contribute to a 401(k) plan. Rather, you recognize growth goals are achieved when an employee feels "invested" in the results the company seeks to fulfill. So how do you use pay to help accomplish that? What role should it play and what components should it include? To find out the answer to these and other related questions, you will not want to miss this presentation.
How do you know whether your company’s pay strategy is successful? It’s a simple question but most company leaders struggle to find an adequate answer.
The reason the question is so difficult is because compensation is seldom considered a strategic issue. It’s considered a cost issue. Therefore, it is designed without the success measures most strategic initiatives carry.
So how do you determine a measure that best defines success when it comes to compensation? If you are struggling to determine whether your pay strategy is successful, you won’t want to miss this valuable presentation.
View the webinar recording online at: http://www.vladvisors.com/compensation-knowledge-center/webinars/what-is-a-successful-pay-strategy
Some companies, despite being successful, are still building their corporate infrastructure. Having recently embedded a new performance management structure in an already highly successful company, we are sharing the considerations for embarking on this journey in this introductory paper.
As a business leader, you don’t want to get involved in pay minutia. It’s not your role and such details divert your focus from more critical priorities. However, setting a pay agenda that drives growth is a strategic issue that must have your full attention. Without your leadership, pay can become a costly nuisance that inhibits performance and drains profits.
VisionLink's article will give you a clear understanding of why and how you should guide the rewards approach your company takes. Turn pay into a strategic growth tool for your business!
Ever get questions like these from your employees?
Why is my bonus less this year than last year? Why was my raise not higher? Why are you not paying me as much as salary.com says you should be paying me? Why can’t I have stock? Why…
You get the picture. Questions like these can put you on the defensive and strain your relationship with your employees. Worse, they evidence you have created a culture of entitlement. Yikes!
To learn how to make questions like these go away and transition your employees from a sense of entitlement to one of stewardship, be sure to watch our on-demand broadcast. You will not want to miss it!
In this broadcast, you will learn:
How entitlement takes root and what you can do to prevent it.
How a clear compensation philosophy can make 90% of pay complaints go away.
How to use market pay data more effectively—and why it is less important than you (and your employee’s) think.
What it means to have a balanced pay strategy and why it will make your value proposition more compelling.
Why a Total Rewards approach is critical to creating a positive employee experience, and…
Why today’s talent trends make it essential your people have that positive employee experience.
The document discusses strategies for paying and incentivizing top talent. It provides guidance on developing a strategic plan to align rewards with business goals. Some key elements include setting organizational vision and values, assessing internal and external factors, and linking individual performance plans to company-wide balanced business objectives. The document also outlines various compensation, benefits, and incentive principles and strategies to attract, motivate and retain top performers.
Human Capital (September 2010) Reap What You Sow-ROI On RewardSimran Oberoi
1) Measuring return on investment (ROI) for reward programs is important for companies to maximize their reward spending and ensure it aligns with business objectives. Key aspects that impact ROI include variable pay, benefits, differentiated rewards for top performers, and performance metrics.
2) To properly measure ROI, companies must define investment as total remuneration costs and benchmark outcomes against business goals. They should also examine performance metrics and ensure a balance of financial and non-financial metrics are used.
3) Engaging and enabling top talent is critical for companies to achieve higher ROI. Companies that engage and enable employees outperform peers on financial metrics. Changing systems and processes to remove barriers is important to allow employees to succeed.
5 Ways to Prepare Your Organization for a Successful 2020BizLibrary
It’s that time of year again, time to start planning for next year!
As we approach the final months of 2019, it’s helpful to use this year’s successes to create a plan for next year and beyond. But, that can be easier said than done. With an abundance of opinions from leadership and staff and data collected from research, it’s overwhelming trying to prioritize what needs to be done. And when things get overwhelming, it often leads to nothing taking priority.
You don’t have to figure out this plan alone! Join Libby Mullen from BizLibrary and JD Conway from BambooHR as they discuss five strategies every company should use. These strategies come from simple concepts that you can easily implement at your organization to put you on the path to success.
During this webinar you’ll learn:
- Why culture is an important factor for any successful company, and how to align culture to company goals.
- How continually supporting your employees throughout the employee journey makes it easier to plan for the future.
- A five-part game plan that will guide you to organizational success in 2020.
This document discusses performance management and creating a performance-driven organization. It defines key terms and outlines several approaches to performance management, including aligning individual goals with organizational objectives, measuring and analyzing performance, rewarding achievement, and providing feedback. It also discusses motivation theories and designing compensation plans, like merit pay and incentive plans, that link pay to individual and organizational performance.
Whitepaper: Crafting Performance Plans With The Company In MindIconixx
Employees work on two levels. On a fundamental level, they work for their own career and daily responsibilities, and on a greater level, they work for the company as a whole, upholding and advancing its mission and goals. The key to maximizing each employee’s value and commitment to both causes lies in the business’s ability to tie them together.
How do you shift your employees from an entitlement to a stewardship mentality where your people take ownership of outcomes and results? If your company’s culture is showing symptoms of the entitlement “syndrome,” you will not want to miss this.
View a recording of the presentation here: https://www.vladvisors.com/compensation-knowledge-center/webinars/how-to-transform-entitlement-into-stewardship-2018
For many businesses, attracting, retaining, motivating and rewarding employees are key issues that can be the difference between success and failure. It is also a vital issue for any potential buyer (internal or external) and has a direct impact on business risk, and also value.
As part of our strategic advisory work with clients, we are able to offer a range of solutions to manage these issues and provide easy to implement solutions for business owners to encourage employees to think and act like business owners.
The document discusses compensation management at Packages Private Limited. It outlines Packages' compensation system which includes establishing pay rates based on factors like market rates and job evaluations. The compensation package consists of base pay, incentives, and benefits. Packages aims to attract and retain talent through an equitable compensation system tied to performance and contributions.
The Role of Rewards in the “New Age” of Employee Empowerment. So where does compensation fit in this new engagement environment? Does it play any role? Some analysis suggests its impact is minimal. Other studies indicate it is a larger factor. To the extent attrition can be considered the antithesis of engagement, one might be confused by what seems to be conflicting data analyses among researchers regarding the influence compensation has on this much sought after quality in employees. If these are questions you are trying to answer, you should not miss this presentation.
Improving your finance business partneringJamie DAVIES
This document discusses how finance managers can lead their teams through change to become better business partners. It recommends assessing the current state and identifying challenges. Some common challenges are teams spending too much time on low-value tasks and lacking a clear understanding of how to add value. The document also recommends starting small by empowering teams to take ownership of areas they can already improve. It emphasizes having a strategic vision while also focusing on current opportunities. Building the right complementary skills across the team is also important for success. The overall message is that finance leaders need to clarify expectations, identify where value can be added, and make incremental changes through empowering teams and continuous improvement.
BIZGrowth Strategies - Back to Basics Special EditionCBIZ, Inc.
Amid the increasing complexity of today’s business landscape, it can be of great benefit to shut out the noise and simply get back to the basics. Summer offers the rare opportunity for organizations to slow down and sweat the small stuff.
In this issue, our experts address seven key topics intended to help leaders guide their teams to stability and refocus on the foundational elements of success, including:
- Talent Management 101: How to Attract & Retain Great Employees
- Exploring the What, Why & How Behind the Employee Experience
- The Shifting Normal: 3 Ways Leaders Can Embrace Change & Conquer Challenge
- What is Financial Wellbeing & Why Should Employers Care?
- D&O Insurance Application Basics to Protect Your Leaders
- Your Life Insurance Policy May Be One of Your Biggest Assets
- Understanding Labor Law Poster Compliance
How to Determine if Your Pay Strategy Needs Professional Help. Compensation planning is not your core competency. Leading a business is. So is it time to stop putting your pay investment at risk and getting experts involved? In this presentation, we’ll show you seven ways you can tell.
View a recording of the presentation: https://www.vladvisors.com/compensation-knowledge-center/webinars/7-signs-you-need-a-compensation-consultant
Underwhelming Pay Strategy = Underwhelming Results
If I'm a CEO, I need my employees to draw the same conclusion I do about "what's important." And I want them to behave in a way that reflects that understanding and commitment. To accomplish that there must be alignment between the growth goals of the company, its business model and strategy, roles and expectations and financial rewards. So how do you create that line of sight and instill a sense of stewardship among employees through compensation? If these are issues you struggle with, you will not want to miss this presentation!
By: The VisionLink Advisory Group. A consulting firm that helps growth-oriented companies create greater alignment between their business plans and their rewards programs—thereby creating a unified financial vision for growing their companies.
Similar to Increasing Employee Productivity through Well Structured Remunerations Packages (20)
12 Crucial Employee Recognition Ideas for Large Companies.pptxVantage Circle
Boosting employee morale and retention is pivotal for large companies. Discover 12 innovative and effective employee recognition ideas tailored for big organizations to appreciate and motivate their workforce. From personalized awards to company-wide celebrations, these strategies help foster a positive work environment and enhance productivity. Dive into creative solutions such as peer-to-peer recognition programs, milestone celebrations, employee of the month initiatives, and more. Learn how to implement these recognition ideas seamlessly into your company's culture, ensuring every team member feels valued and appreciated. Enhance your corporate culture and drive employee engagement with these practical and impactful recognition methods.
Explore our in-depth case study where PMaps assessments were leveraged to transform hiring practices and boost productivity in the FMCG sector. This study outlines how our tailored assessment strategies helped a leading FMCG company with over 49,000 employees to pinpoint high-performing sales executives through a pilot study. The assessments focused on competencies like Sociability, Positivity, Achievement Orientation, and Dutifulness, resulting in measurable improvements in hiring efficiency and sales performance.
Discover key insights on the effectiveness of competency-based assessments in predicting sales success, and learn about the strategic benefits such as reduced hiring costs, improved employee retention, and increased overall organizational performance. This document is essential for HR professionals and organizational leaders seeking to enhance their recruitment processes and drive substantial growth.
Visit PMaps for more information and full access to the case study: https://www.pmapstest.com/case-study
In the fast-paced business world, optimizing HR operations is crucial. This blog explores how organizations can uncover hidden value within legacy HR systems and transition to advanced Human Resource Management Systems (HRMS). Discover the evolution of HRMS, best practices for data migration and system integration, and the benefits of modern HR solutions in enhancing efficiency, employee engagement, and data-driven decision-making. Embrace the future of HR management and unlock your workforce's full potential.
2. Role of Reward
main role of
REWARD
is to
Attract,
Motivate,
Retain
TOP TALENT
3. Functions of Reward
REWARD
serve as
CORPORATE LANGUAGE
to communicate
what company expect
from its employee
4. How to Have
Well Structured Remuneration
Linked to Productivity?
Understand
Business
Strategy
Understand
Reward
Influencing
Factor
Create
Good
Design
Make Clear
& Good
Communi
cation
Consistent
Implemen
tation
5.
Corporate Vision &
Mission
Business
Strategy
Business Performance
Indicator
Employee Performance
Indicator
Performance Based
Reward
Understand
Business
Strategy
Performance
Management
How to Have
Well Structured Remuneration
Linked to Productivity?
6. How to Have
Well Structured Remuneration
Linked to Productivity?
Understand BUSINESS
strategy is essentialfor designing
good REWARD Policy
Understand
Business
Strategy
7. How to Have
Well Structured Remuneration
Linked to Productivity?
Understand
Reward
Influencing
Factor
8. How to Have
Well Structured Remuneration
Linked to Productivity?
Understand
Reward
Influencing
Factor
Total Reward
Compensation
Fixed Pay
Salary,
Allowance
Variable
Pay
Incentives,
Bonus
Benefit
Healthcare,
Retirement
Career &
Development
Career Path,
Performance
Mgt, Training
9. How to Have
Well Structured Remuneration
Linked to Productivity?
Work Motivation & Priorities
by Workforce Generations
Gen Y
(18 – 29 thn)
Gen X
(30 – 42 thn)
Baby
Boomers
(43 – 60 thn)
1. Career
Path
1. Base
Salary
1. Short
Term
Incentives
2. Base
Salary
2. Short
Term
Incentives
2. Base Pay
3.
Recognition
3. Career
Path
3.
Retirement
Source: Mercer 2015
Understand
Reward
Influencing
Factor
10. How to Have
Well Structured Remuneration
Linked to Productivity?
Money is Dissatisfying Factor
if you don’t pay
people enough they
won’t be motivated.
the best use of money
as a motivator is to
pay people enough to
take the issue of
money off the table.
Pay people enough, so
they are not thinking
about money and
they’re thinking about
the work.
Dan Pink, author of Drive,
The Suprising Truth
About Motivation
Understand
Reward
Influencing
Factor
Monetary vs Purpose
Source https://www.youtube.com/watch?v=u6XAPnuFjJc
12. How to Have
Well Structured Remuneration
Linked to Productivity?
Understand
Reward
Influencing
Factor
Desired
culture
Reward
Strategy
(as tools)
Change
Management
Process
Culture
change
•Corporate
•Nation/Local
13.
align employee
MOTIVATION
with company culture to create
ENGAGEMENT
and increase
PERFORMANCE
How to Have
Well Structured Remuneration
Linked to Productivity?
Understand
Reward
Influencing
Factor
17. Create
Good
Design
Internal
External
Equity
How to Have
Well Structured Remuneration
Linked to Productivity?
Salary
Structure
Issue:
- Market positioning
- Single vs Multi Structure
- Management vs Non Management
Issue:
- Clean Wages vs Allowance
Issue:
- Paymix By Level (leverage)
- Line of Sight
Fix Pay
Composition
Pay Mix
Reward
Component
20.
Communications
is the
KEY Succes Factor of Reward
How to Have
Well Structured Remuneration
Linked to Productivity?
Make Clear
& Good
Communi
cation
24. Profile
A seasoned Reward Practitioners in Retail and Banking industries in Indonesia.
More than 12 recent years of overall experience in the HR and full scope of Rewards
Management (both Policy and Operation), 2 years in HR Operations including centralized
payroll and HRIS operations and 3 year in managing Talent Acquisition. During his
previous role he is also work in the field of Marketing and Credit Analyst,
He has been actively working closely with senior management in his many previous
projects such as Review and Design/re-Design Reward Schemes (Bonus, Sales Incentives,
Healthcare, Pension) and HRIS Project, along his regular responsibility for designing
Reward Strategy & Policy and Salary Structure.
He is graduates from Astronomy Dept – ITB in 1995, then has his IPGDI (International Post
Graduate Diploma in Insurance) in 2004. His Course for Pension Fund Manager from UI is
in 2005 prior to his Certified Human Resources Professional (CHRP) from Universitas
Atma Jaya in Dec 2011.
Sharing his ideas, opinions and experiences about HR related issues (especially
Indonesian cases) in personal blog http://www.mewarisgagasan.wordpress.com