Strategic reward 和 recognition programs engage 和 motivate employees
St和ard employee reward 和 recognition programs are ineffective
To truly motivate your people to perform 和 engage them in the values of your culture, 拥有权利 员工奖励计划 是至关重要的. 但在这个个人的时代, ‘奖励’ means different things to different people at different times in their lives.
In order to fully leverage the potential of 奖励 as an employee engagement 和 talent attraction tool, organizations now need to go beyond the traditional contractual 奖励 of pay 和 broad-brush benefits plus ad hoc components.
调整他们的价值主张, companies have begun using ‘personas’ to identify what matters most to target populations 和 to operationalize their employee 奖励 program for distinct groups.
Innovative 奖励 programs effectively address an individual's preferences – enabling them to feel healthy, 支持和激励, personally as well as professionally – while staying within organizational 和 成本 realities. A balance can be achieved with the right reward 和 recognition strategy.
Effective workforce 奖励 strategy design now requires:
- Embracing the differentiated needs of a diverse, 多的劳动力, 和 using the relevant employee engagement mechanisms for each
- Underst和ing individual employee experiences 和 categorizing those experiences into personas
- Having mechanisms in place to enable individuals to voice their preferences
- Holistically addressing employee needs with a more nuanced 和 flexible approach
- 考虑到所有的角度:人物角色, 组织需求, 行业标准, 监管环境, 竞争对手产品, 成本, 以及社会价值观
- Formulating a 奖励 program that harmonizes with your other employee value proposition (EVP) offerings, 和
- 吸收最新的薪酬数据, employee research 和 workplace insights so you can build what works.
This new world order – one that is more nuanced 和 personalized – requires new organizational skills of listening, learning 和 adapting to identify 和 address unmet needs.
美世公司总裁，战略和职业主管
Data, tech 和 advisory solutions that help you build reward 和 recognition programs
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薪酬数据、见解和研究
美世 has the world's largest 和 most comprehensive workforce 奖励 data, insights 和 research – so you can always be sure you are making the right remuneration decisions. -
EVP和总奖励
Employees’ core expectations about work are changing. Many are now searching for a caring corporate culture that prioritizes their mental 和 physical health while providing work-life balance 和 career paths – sustainably.
To attract 和 retain talent, it 是至关重要的 to ensure your EVP reflects our changing world.
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薪酬公平
Pay transparency 和 equity are becoming the ‘normal’ in modern businesses.
A culture of transparency drives better workforce outcomes.
Pay transparency is also now a legal compliance issue in an increasing number of places.
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人才全访问门户
A suite of proprietary data, technology, 和 insights to help you make better HR decisions, quicker. -
员工奖励
的见解 和 solutions that help you build employee 奖励 that motivate 和 help avoid burnout. -
菲律宾政策与实践报告
Get in-depth insights on salary increase forecasts, 人员流失率, 热门的工作, 毕业生起薪, 医疗保险, 保险政策, short 和 long-term incentive practices 和 other remuneration policies 和 practices in 菲律宾. -
美世 Benefits Monitor 菲律宾 – Industry specific cut
数据来自美世亚太地区福利调查, which is conducted with 200 companies in the 菲律宾, the Benefits Prevalence Report 和 Benefits Practice Report Summary will provide you with a quick overview of your benefits policies to ensure that your benefits strategy remains competitive. -
福利重点报道，菲律宾
数据来自美世亚太地区福利调查, which is conducted with 200 companies in the 菲律宾, this essential report includes key benefits 和 statutory information such as annual leave, 工作与98858威尼斯70570的平衡, 医疗, 保险, 汽车的政策, 灵活的福利计划等等.
美世 Compensation Management Workshop | Nov 16-17
Nearly all executives (96%) say we are in an employee-centric labor market 和 70% of HR professionals are predicting higher than normal turnover this year.