Remuneration & Reward

Non-Financial Reward

Employee Value Proposition (EVP)

The focus on talent has gained momentum over the past decade, reflecting the critical role that attracting, motivating and retaining talented people has on business success. Most organisations offer a wide array of benefit and work-life programs to attract and retain employees. This is the Employee Value Proposition (EVP) – the collection of attributes that motivate targeted candidates to join a company and existing employees to stay.

Related Training Courses

How can we help you?

By reviewing/auditing your current engagement strategy,
With understanding the attributes that are important to different segments of employees,
By conducting employee perception surveys to assess how satisfied employees are with the company’s current offering,
To identify engagement, attraction and retention issues and develop and implement strategies to close identified gaps,
By defining categories of skill to be retained who require differential treatment in terms of remuneration (this includes defining critical, high fliers, scarce and business imperative skills),
With development and implementation of your engagement strategy,
With defining the elements of reward for rewarding and retaining employees (both cash and non-cash elements),
By providing engagement, attraction and retention training, so that you keep the skill within your organisation.

Perception Surveys

Climate/Perception Surveys help to understand what employees want from their work so that creative ways can be found to satisfy and motivate them, through an effective employee engagement strategy.

21st Century uses the most efficient methodology, matching employees to the jobs they are most suitable for, which dramatically enhances the potential for engagement and increased productivity.

How can we help you?

We can help you:

To understand the attributes that are important to different segments of employees
To define the elements of reward for remunerating and retaining employees (both cash and non-cash elements)
To assess how satisfied employees are with the company’s current offering
To identify engagement, attraction and retention issues
To define categories of skill to be retained – employees who require differential treatment in terms of remuneration (this includes defining critical, high fliers, scarce and business imperative skills)

Retention Strategy

It has become imperative to introduce effective staff attraction and retention tactics that are driven by a defined and specific attraction and retention strategy.

Retention strategy and policies should align directly with the organisation’s overall strategic direction and remuneration policy.

Although retention is not driven solely by money, remuneration is one of the defining retention factors associated with the job and should be aligned with market norms and linked to performance.

How can we help you?

We can help you:

To develop a strategic framework, after reviewing requirements, understanding issues and applying market practice;
To align remuneration policy to retention and reward principles;
To identify and define non-remuneration retention elements;
To run selective co-agreed focus groups and collate their inputs;
To define who the policy is applicable to and identify these employees in the organisation
To define categories of skill (including critical, scarce and business imperative skills) to be retained and who require differential treatment in terms of remuneration;
To define elements of remuneration (including benefits such as leave and flexibility) for rewarding and retaining these employees.

Recognition Schemes

A good employee recognition scheme motivates employees by rewarding them for hard work and dedication, encourages them to maintain high standards of behavior, and provides them with positive feedback when they reach desirable goals or display desirable traits and behaviours.

How can we help you?

To design and develop retention schemes, showing eligibility, measures, funding and administrative rules.