Reward for Performance
The attractiveness and flexibility of compensation
and benefits practices are vital in this "retention
of talent“ and to become an "Employer of
Choice", while maintaining staff turnover at
balance, supporting business strategy, and managing
the total salary bill. This places significant emphasis
on the provision of competitive compensation and benefits
practices, particularly in the context of labour market
globalisation.
If you are wondering:
- How could I better reward my key people?
- Which model of a compensation plan could I implement
in my company?
- Should I increase the variable part of the
remuneration for my employees?
- Are my bonus models consistent with my business objectives?
- Which key objectives could be set to determine
my bonus policy?
- What is the level of efficency of my compensation
packages?
- How could I design the package for my executive
team?
PricewaterhouseCoopers can give the answers:
- Review of existing and development of new compensation
and benefits strategies and policies
- Design of bonus models in alignment with business
objectives
- Outline of personal compensation for executive
positions
- Definition of flexible benefits
- Definition of pensions and retirement plans:
tax and actuary issues
- Increase tax efficiency of compensation packages
- Adapt company group benefit packages to local
tax constraints.
Salary Benchmarking
The purpose of this is to get a better insight into
the market remuneration and compensation practice,
differentiating between gross salary and benefits.
It also provides an exact correlation between several
key variables: Age/Salary, Function/Salary, etc. The
scope of the Salary Benchmarking survey is very
broad; we can enclose a salary review of different
functions such as finance, IT, sales or managerial
and top executive positions, and also of a complete
department of a company
If you are wondering:
- What is the level of remuneration to budget for
a new hiring or for a new function?
- What is my position in terms of compensation plan
compared to others?
- Could a low package of remuneration explain my
rate of leavings?
PricewaterhouseCoopers can give the answers:
- Compensation and benefits surveys
- Sector specific salary evolution surveys
- Documentation of job positions, evaluation and
classification
