Frank Hobson Consulting
practical human resources support
020 8691 5359
Reward Systems
Make the right choices
No one believes, any more, that people are only motivated by money but the messages sent by the pay and benefits system are still powerful ones and must reinforce your other business strategies. All too often they contradict. Even the best structures become tired over time.
Strategy and option reviews
Reward systems are complex and interact with many other HR policies. Whether you need a complete overhaul or just to update specific elements, effective research and analysis is an essential first step. This allows everyone to agree about the nature of the problem and the way forward.
- .job evaluation
- market testing
- salary surveys
- job pricing
- reward strategy
- pay modelling
- test employee attitudes
- equality audits
- grading structures
- salary range design
- pay progression systems
- merging structures
- performance pay
- merit pay systems
- bonus systems
- pay progression
- executive reward
- recognition schemes
- voluntary benefits
- terms & conditions
Pay relativities
How you set internal pay differentials and how you compare yourself to the market are fundamental components of any pay system.
Pay structures
Most organisations manage pay through some form of grading or banding structure. Many approaches are available: traditional, broadband, job family, career grading and more. Choosing the one that will work best for you is the key to staff acceptance and simple administration.
Performance pay
Should you link performance to pay and, if so, how? There are many ways to reflect performance differences into pay. The right approach will enhance attitudes and motivation; the wrong one will undermine them.
Non-
In these days of flatter structures and pay restraint there is an increasing focus on benefits other than pay as drivers of employee commitment.