Kenya Coconut Production Presentation by Dr. Lalith Perera
Mod 7 designing a total reward plans
1. TOTAL REWARDS PLANS
Adapting, Adopting or Re-
design
Module 7: Adapting, Adopting or Re-Design the total Reward Plan
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2. AGENDA
Purpose of the Presentation
Alternative compensation Approaches
Total Rewards Philosophy Review
Compensation- Current State/Future State
Building a Compensation Structure
Future Trends and Future Plans
Module 7: Adapting, Adopting or Re-Design the total2Reward Plan
3. ALTERNATIVE APPROACHES
Developed a Total Rewards Philosophy
Re-examined current situation
Reviewed recent market studies
Hired compensation consultant
Reviewed internal processes
Job evaluation methodology
Defined our desired future state
Determined what to focus on first
Module 7: Adapting, Adopting or Re-Design the total3Reward Plan
4. PHILOSOPHY GOALS
Reinforce the WSSC’s Mission, Vision, Core Strategies, and
Core Values
Increase accountability by offering more rewards to top
performers
Attract, hire and keep employees
Better manage dollars to reward employees
Module 7: Adapting, Adopting or Re-Design the total4Reward Plan
5. TOTAL REWARDS
PHILOSOPHY
Total Rewards include:
Pay or compensation
Benefits
Employee recognition
Career opportunities
Opportunity to work for an organization with an important
mission
Module 7: Adapting, Adopting or Re-Design the total5Reward Plan
6. TOTAL REWARDS PHILOSOPHY
Compensation piece of the Total Rewards Philosophy
states :
Performance based pay system
Compare salaries internally and externally
Target compensation positioning in the market
Module 7: Adapting, Adopting or Re-Design the total6Reward Plan
7. WHY DO WE NEED TO DO THIS?
To be competitive with the local area especially with jobs that
are in high demand and low supply i.e. Engineers
Allows us to hire and retain employees who will be replacing
our retirees
• Replacing approx. half of our workforce in the next 5-10 years
New generation in the workforce concerned more with the
salary than healthcare benefits & retirement plans
World Class organizations use a market based system
Module 7: Adapting, Adopting or Re-Design the total7Reward Plan
8. CURRENT STATE FUTURE STATE
Structure is built from point factor Structure is built from market data
Hiring many new employees close Retains and attracts employees
to the max of the range Allows flexibility in hiring “high
Does not allow flexibility in hiring demand/low supply” jobs
“high demand/low supply” jobs Strengthen our competitive position
Promotional increases move Provides flexibility in rewarding
employees closer to the maximum performance
of the pay grade
Perception employees leave for
higher pay HR will track exit data
No documentation to support
No pay cuts COLA will not go away
Module 7: Adapting, Adopting or Re-Design the total8Reward Plan
9. GAP ANALYSIS: Between current
reward practices / strategy and
industry best practices
Structure alternatives
Built from market data
Our market includes:
Industry average
Market Leader
Market Follower
Focus groups
Conducted 15 focus groups- 150 employees
10% of the organization’s population
Module 7: Adapting, Adopting or Re-Design the total9Reward Plan
10. CLOSING THE GAP: Re-design,
Adapt or Adopt
Review and update all of the job descriptions with the
departments
Market price all of the benchmark jobs
Build structure from the benchmark jobs market data
Slot the non-benchmark jobs into the structure
Internal audit of job slotting
Assess employees’ salaries against the new structure
Propose new structure and implementation plan
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Module 7: Adapting, Adopting or Re-Design the total Reward Plan
11. LEGAL and COST considerations
Alignment with Talent Acquisition, Retention, Performance
Management and Succession Management
Updated job descriptions
Financial impacts
• Some employees will no longer be maxed out
• Some employees may be red-circled
• Market adjustments
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Module 7: Adapting, Adopting or Re-Design the total Reward Plan
12. FUTURE TRENDS & FUTURE
PLANS
Move forward with next steps
Review job descriptions
Salary Survey
Best Practices
Variable compensation
Periodic updates
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Module 7: Adapting, Adopting or Re-Design the total Reward Plan
Notas do Editor
Will indicate whether or not employees are leaving due to pay