attentia webinar strategic reward - 2018
TRANSCRIPT
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WEBINAR
Strategic Reward: your way of thinking?
11/01/2018
Introduction: Geoffroy Rubens & Mirabel Hoys
Trends
People: 4 generations
New organisation: ‘the networkorganisation’
Agenda
Total Rewards Elements and overview
Flexible Reward Solution
Communication
Attentia Reward Solutions
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Introduction
● Geoffroy Rubens● Lead Reward consultant● Tel +32 479 96 25 66● [email protected]
● Mirabel Hoys● Lead HR consultant● Tel +32 479 35 18 71● [email protected]
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Current trends in reward
Flexibility Personalization
Health & Well-being
Pay & Transparency
Technology
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Different Generations on the workfloor
BABY BOOMERS GENERATION X GENERATION Y GENERATION Z
1946-1963 1964-1979 1980-1995 1996-2010
AGE IN 2018: 55-72 AGE IN 2018: 39-54 AGE IN 2018: 23-39 AGE IN 2018: 8-22
TV
Individualistic
Job Security
"Organisational "Careers organised by Employer
Fairness is KeyTeam Profit Sharing Incentives
PC
Entrepreneurial
Work Life Balance
"Portfolio Career"Loyal to profession, not necessarily to
employer
Competitive Merit BasedExpects Rewards to match risk
Tablet / Smartphone
Group Oriented
Freedom & Flexibility
"Digital Entrepreneurs"Work with organisations not necessarily for
Regular Increases to recognize value
Google Glass / 3D Printing
Realistic
Security & Stability
"Career Multitaskers" Will move between organisations and "pop up"
businesses
Transparant Salary Policies
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Use of Non-Employee talent is rising… in thenetwork organisation
Traditional employees
Outsourcing Free agents Alliance
Talent platforms Volunteers Robots Artificial intelligence
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Total Rewards Elements
Training Coaching Career Opportunity Competencies Management
Mobility Culture and values Flexibility (time and space) Work life balance, health@work
Health Benefits Insurances Company Car Multimedia …
Base Pay Variable Pay Participative
Compensation Benefits
Learning & Development
Work & Environment
TOTAL REWARDS
REW
ARD
S S
TRAT
EGY
REW
ARD
S PO
lICIE
S
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Total Rewards Elements – Market practices
Compensation Top driver on attraction and retention Main cost / budget for employees and
companies Less tax effective element Sometime considered as ‘basic need”
Benefits Hot topic: Cafeteria plan Tax efficiency increased Very visible pay elements Fashionable pay elements Various preference in benefits
L&D and Perspective Among the top drivers for retentions Important HR challenge – companies fear to
lack talents Technology play an increasing role More horizontal moves than earlier
Environment HR Brand Flexibility (place and time) Return of the WL balance High impact on engagement
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What’s the impact of a Flexible Rewards Plan?
FLEXIBLE REWARDS
Employer BrandingRecruiting talent
Innovative HR policyRetaining talent
ContinuityEngagement
More transparency / appreciation for the salary packageMore insights in your personal salary costsLess comparing amongst colleagues
Mobility issuesEmployment plan for older employees (CA 45)Salary harmonisation projects
Optimisation foremployer and
employee
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Our experience with these benefits
High
Popularity
Low
Low Operational complexity High
IT devicesPublic
transportation
Hospitalisation insurance
Company carCompany Bike
Bike & carsharing
WarrantsInternet @
Home
ExtraVacation days
Individualpension saving
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Flexible Rewards is sometimes a matter of BI
Making the right choices as employer in the offering
Use of predictive analysis by looking at some parameters Salaries
Distance
Family Composition
…
Use of experience in other plans
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Flexible Rewards is sometimes a matter of BICase Study Example
Company +/- 3300FTE Analysis – Choice between 3 car models
5% - No Car 1% - Only Model A 28% - Model A or B 66% - Model A, B or C
2.197Car (Cat C)
930Car (Cat B)
173No car (Cat A)
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Flexible Rewards is sometimes a matter of BICase Study Example
Company +/- 3300FTE Analysis – Choice between 3 car models
5% of employees cannot opt for a car
94% Manual Workers & 6% Employees Out of the 94% Manual Workers 67,5% is
working less than 25hrs/week
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Flexible Rewards is sometimes a matter of BI Case Study Example
Company +/- 3300FTE
Analysis - opting for a car & fuel card
550 FTE cannot chose
Majority of Labour Workers Low seniority Low Working Hours
A wide variety of segmentation possibilities for analysis
purposes
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Flexible Rewards is sometimes a matter of BI Case Study Example
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Communication – Key Stakeholders
Executive Committee/
Senior Management
Human Resources
Business Social partners
THE EMPLOYEE
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Communication – How to communicate
20/02Webinarnieuwe winstpremies 2018 en vergelijking met resultaatsgebonden voordelen
Thank you!
www.attentia.be
linkedin.com/company/attentia ● facebook.com/AttentiaGroup ● twitter.com/attentianl
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MISSION STATEMENT Strategic Reward
Assisting our clients earlier in their Reward Strategy decision process and support them
by assuring that their Business / HR Strategy is supported by an adaptedReward Strategy
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DOTS Solutions
Well-being
Health & Safety
Payroll
HR
Self Assessment Beeldscherm
Document Management
Health & Safety EssentialsConnected
Time
Payroll Essentials
DOTS Essentials
FlexibleReward
VALUE
FOUNDATION
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GDPR
As of May 2018 the new General data Protection regulation will come into effect.
More info about the amended privacy regulations can be found here: https://www.attentia.be/nl/nieuws/general-data-protection-regulation-gdpr