Talent is increasingly regarded as the most critical business productivity resource in the organization. 95% of HR leaders see the value in integrating rewards with the broader business to increase impact on talent outcomes. However, neither HR leaders nor total rewards teams believe that current approaches to total rewards can successfully support broader business goals.
Total rewards is expected to deliver real impact on talent outcomes
How we address your top challenges
To achieve real talent impact — and ultimately business outcomes — from rewards, successful organizations develop a strategy and goals for total rewards that align with broader business goals, design relevant and attractive rewards offerings and effectively communicate rewards to employees.
Establish a solid foundation for the total rewards strategy
Review business and talent strategy documents, the organization’s EVP, and employees’ needs and preferences. Determine how total rewards can best support organizational and critical talent needs.
Design reward plans around employee needs
Orient your plan design around employees’ most important needs rather than market practice to improve talent outcomes by at least 15% at all levels of market competitiveness.
Tailor total rewards communications to support organizational goals
Align the channel, source and content of rewards communication campaigns to improve employee utilization of rewards and the perceived value of rewards offerings.
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