1

Total Rewards101

AGENDA1 4

2 5

3 6

PURPOSE EXERCISE

PAY PRINCIPLES PAY DELIVERY

PAY PROCESS CONCLUSION

To attract, retain, and motivate the right people,

in the right place, at the right

timeWhat should be Rewards’ strategy?

PURPOSE

Today we’ll cover 3 aspects regarding

Rewards

1

2

3

PRINCIPLES

PROCESS

DELIVERY

1

2

3

PRINCIPLES

PROCESS

DELIVERY

7

PRINCIPLES:Pay for Performance

Market Competitive

Rest of the session

Consistent with (labor) market practices

Market Competitive

MARKET ?

Business Competitors

Talent Competitors

11

What difference in pay (if any) between a job in USA and China?

Questions

How would you reward performance? Based on individual, team or company results?

What should be Rewards’ strategy?

1

2

3

PRINCIPLES

PROCESS

DELIVERY

ANNUAL PAY ANALYSIS

Understand jobsReview job descriptions

Select data sourcesIndustry; general; recruiter’s

Define labor market

Enterprise and country level

Steps marked with “?” will be discussed here

Match JobsContent and Context

Action PlanSalary ranges; merit budgets; upgrades

Analyze resultsCompare across

areas/levels; previous years

15

Job descriptionContent

(duties, KSA)

Context (revenue,

lines of authority)

Share example job description

At least

70% of market job

matches to ours

Job Match

Powered by:

Data SourcesGeneral Market;

High TechCable

Programmers / Broadcast Networks

General Market most experienced and recognized pay source

in Latin America

Creative, Media, and Advertising

USA nationwideSouth Florida

Miami Fort Lauderdale

USA NationwideSouth FloridaBrazil (2015)

Mexico (2015)

Argentina BrazilMexico

Venezuela

ArgentinaBrazil

Mexico

500+ Participants

40+ Participants 300+ Participants

20+ Participants

USA Department of Justice and Federal Trade Commission regulates salary survey providers to limit their exposure to liability to anti-collusions laws. These providers follow rigorous methodology (ies) to capture, analyze and report market results, while maintaining strict confidentiality of each participant’s data.

Market Positio

nAt-risk

SalaryRanges

TypicalOutputs

Exercise: Job Matching

1

2

3

PRINCIPLES

PROCESS

DELIVERY

Base IncentiveWork

Experience

Benefits Recognition

TOTAL REWARDS

Base Pay

salary or wages

Wages & Overtime

Non-exempt salaries are expressed on a fixed hourly rate

Non ExemptExempt

Tied to results Re-earned each period

Incentive

When would you offer long-term incentives (> year)?

Incentive

Benefits

Legally compliant

Protects from financial risks

26

Benefits

25% Employer contribution To benefits

27

Recognition

28

May be in cash, non-cash (pins;

tickets); or free!

Work ExperienceCareer Opportunities Work Life Programs

Sense of Purpose

29

30

Today we’ll cover 3 aspects regarding Rewards

Key Takeaways

30

31

QUESTIONS?