Rewards and Performance Management

Service Offerings > Rewards and Performance Management

HR must establish a global reward framework that values jobs, roles and individuals consistently across markets and regions. This framework must be flexible enough to be relevant in each location and conform to local customs and regulations.

A clear reward strategy and framework can provide a real competitive advantage for companies seeking to attract, motivate and retain top employees — regardless of their location.

Our proprietary Total Rewards Optimization (TRO) process utilizes employee research to identify the reward packages that will have the greatest impact on retention, engagement, productivity or other desired outcomes. This methodology then allows an organization to project the cost and return on investment for a particular reward portfolio.

Global career frameworks that establish a model for job/reward comparability and mobility across business units can then be established for regions and countries around the world. These career frameworks combine traditional job evaluation approaches with job factors and dimensions, such as:

• level of knowledge
• scope of impact
• competencies
• career-level clarification

This ultimately leads to the development of role profiles that can be applied across functions and regions. The company can then use these profiles, in conjunction with robust global market data, to price jobs and assess the competitiveness of rewards in the local markets.

In brief, this framework puts employee development at the forefront — a critical driver of attraction and engagement, according to our research — by creating clear paths for both advancement and lateral movement. Moreover, this approach allows you to communicate consistently about careers and pay/advancement opportunities around the globe.