DAS HR Consulting, LLC will ensure Your Total Rewards Packages (Compensation and Benefits) are competitive and linked to your Organizational Strategies.

Strategic compensation and benefits decisions include:

• Compensation and benefits philosophies
• Communicating pay and benefits philosophy
• Compensation and benefits responsibilities
• HR metrics

Compensation and benefits system design issues are also explored, including:

• Motivation theories and compensation and benefits philosophies
• Compensation and benefits fairness and equity (external and internal equity)
• Market-competitive compensation and benefits (lag-the-market, lead-the-market, and match-the-market strategies)

Specific questions we ask include:

• Does the plan fit the organization?
• Does the planned reward appropriate actions?
• Is the plan administered properly?
• Do the plans fail to link pay with performance?
• Does the individual incentive reward the effort and performance of individuals?
• Do the organizational incentives reward people according to the performance results of the entire organization?
• Does the organization need executive compensation and benefits?

 The following strategic decisions guide the design of compensation and benefits practices for a successful pay-for-performance plan for the organization:

• Link strategic business goals and employee performance
• Enhance organizational results and reward employees financially for their contributions
• Recognize different levels of employee performance through different rewards
• Achieve HR objectives, such as increasing retention, reducing turnover, recognizing succession training, and rewarding safety.
• Legal compliance with all applicable laws and regulations
• Cost-effectiveness for the organization
• Internal and external equity for employees

 

If you have any questions about Total Rewards, Pay Transparency, and Pay Equity, please get in touch with our office.