Date post: | 13-Apr-2017 |
Category: |
Business |
Upload: | e-rewardcouk-ltd |
View: | 337 times |
Download: | 0 times |
Rewarding Performance
Introduction to Curo
• Designed by Compensation experts
• Founded in late 2009
• Best of breed compensation management solution
• Integrated with full talent suite
• Solid base of referenceable clients
• Growing ecosystem of distribution partnerships
Why Compensation planning?
• Compensation Cycle is Very
Event Driven
• HR Vortex : Managing
Process Vs Adding Value
• Poor Front Management
Capability
Engage
Enable
Enforce
Strategic Compensation Planning
Enable – Manage outputs not process Engage -
Maximise business impact of spend
Enforce – Fair and Transparent
Managing the Outcomes (not the process)
HR add Value
Empower Managers
Define, own and enforce the process
Leveraging technology brings….
• A single consolidated view of all data used in the compensation
review cycle
• Automated approval workflows so that Managers are guided through
the process intuitively with configured messaging, targeted @
individual needs
• Information is distributed and shared in a transparent and open
process that is fully auditable
• A real-time view of budget spend and compensation
recommendations with easy to run reports and analytics to review
both process and impact
The benefits
• 2 or 3 cycles on spreadsheets becomes a single cycle
• Elapsed time for the review process reduces from 10 to 6 weeks on
average
• Effort involved (Managers, HR etc.) is reduced by 40% - 50%
• Massive data cleanse leading to absolute confidence in quality and
integrity of underlying data
• Recurring Internal Audit issues go away.
Deliver the Maximum Business Impact from your
Comp spend
Productivity
Support Business Goals
Retain and Motivate
Fairness, Equity & Transparency
Fairness
Fairness, Equity & Transparency
• Payscale Survey of 71k employees
• Managers know that engaged employees are more effective. But despite the vast amount of employee
engagement research out there, very little of it focuses on a person’s primary reason for employment in the
first place: getting paid..
• One of the top predictors of employee sentiment, including “satisfaction” and “intent to leave,” was a
company’s ability to communicate clearly about compensation and relativity to the market.
• Open and honest discussion around pay was found to be more important than typical measures of employee
engagement.
Fairness, Equity & Transparency
Trust and Reputation
Equitable and Auditable
Rewarding Performance
• Move from an Entitlement based Reward Culture to one where you
Recognise and Reward performance
• Identify the Best Talent (performance & potential)
• Retain, incentivise and reward your best talent to deliver increased
productivity and enhanced business performance – get the
alignment.
• Operate within Budget and Forecast
• Demonstrate Fairness and Transparency
• Fully Auditable
Maximizing Business Impact
Retention
Productivity
Business Goals
Manage the Outcomes
(not the Process)
HR add value
Empower managers
Define, own and enforce process
Transparency and Fairness
Trust and Reputation
Equitable an auditable
“Fair”
Rewarding Performance
Technology Based Solution
Configured for your business
Domain Expertise SAAS