Managing pay and reward

There are five main areas of pay and reward management:

  • Pay structures, which combine the results of pay surveys, national or local agreements and job evaluation (where applied) and define fair and competitive levels of pay
  • Employee benefits, which satisfy employees’ needs for personal security and provide remuneration in forms other than pay (and which may be tax efficient)
  • Non-financial rewards, which satisfy employees’ needs for challenge, responsibility, variety, recognition and career opportunities
  • Total remuneration, which treats all aspects of the pay and benefits package offered to employees as a whole
  • Measurement and management of performance in relation to the achievement of objectives, standards of performance or skills and competencies

In developing pay and reward systems, David examines 3 areas with his clients:

  • What messages do we wish to give?
  • What do we want to pay for?
  • What structure do we want?

  • Without professional support employers often spend a lot of management time and still fail to achieve a successful outcome.

    E-mail to discuss how David can help you with his substantial knowledge and experience.

Case Study

Introducing a new pay structure for an electrical contractor

Employing 10 staff, our client specialised in the domestic sector.

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