TOTAL HR REWARDS

TOTAL REWARDS

We work with organizations to achieve an early competitive advantage through creative total rewards statagies.

The notion of "Total Rewards" is simple in concept and at best complex in its execution. Yet, organizations that understand the concept as it affects their industry and competitive environment, and develop appropriate HR strategies, will be the clear winners in the battle for talent.

Compensation and benefits are two core components of Total Rewards. In every organization, there is some overlap of these components, however, individually and jointly, these components can offer tremendous strategic impact and advantage.

The other two components of Total Rewards are learning and development and the work environment. These include the many elements of rewards that are important to employees today but are often less tangible. They overlap, relate to and sometimes integrate with compensation and benefits. Examples include employee recognition, balance of work/life, culture, personal development, leadership and work surroundings. And, while they have always existed in organizations, these elements traditionally have not received attention as important components of the entire attract-retain-motivate proposition. Arguably, they are even more important than compensation and benefits while being, typically, less costly.

Organizations that understand employee motivation and needs in the context of the four quadrants of "Total Rewards" have a distinct advantage. Those that do not are vulnerable.