Total remuneration system transformation
Remuneration as a key factor in motivation and performance management
Deloitte’s methodology enables to identify key employee segments and design and implement a proper incentive system in line with the corporate strategy and long-term objectives.
When to consider total remuneration system transformation?
- Company is in the process of overall transformation/reorganization and is considering a reorganization of HR processes including the remuneration system
- During green-field projects – new remuneration system needs to be designed, implemented and adjusted to local culture and stakeholders’ needs
- An organization needs to better align performance management with employees’ performance and personnel costs
- Dissatisfaction of employees and pressure to increase salaries
- Lack of specific skills and low ability to compete in the job market
- Stakeholders demand increase in productivity and performance and HR was identified as a key success factor
- Growing workforce and growing entire lack of talented employees
Benefits of Total Remuneration System Transformation
- Alignment of total remuneration system with the corporate strategy
- Customization the remuneration system to the actual needs and priorities of the company (there is no universal optimal system) – our solution provides a long-term effect not only a single comparison
- Definition of key employee segments and adjustment of the remuneration system and structure to retain key talents
- Optimal personnel costs
- Start of regular dialogue with employees about their priorities and preferences in the area of remuneration
- Adjustment of remuneration practices to the employees’ preferences within the budget limitations and remuneration strategy
- Emphasis on benefits being the integral part of total reward, not just something on top
- Alignment of remuneration system with the growth of the company value
- Coaching of HR personnel on the new system of remuneration
Contacts
- Martin Hruška
- +420 246 042 142
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