This site uses cookies to provide you with a more responsive and personalized service. By using this site you agree to our use of cookies. Please read our cookie notice for more information on the cookies we use and how to delete or block them.

Bookmark Email Print this page

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


Martin Hruška
+420 246 042 142


More on Deloitte
Country Desks:
Experts to provide services in your native language

Email Us   Facebook   Youtube   LinkedIn Corporate   LinkedIn Alumni