MODULE 1--Communication Plans and Total Rewards Flashcards
(32 cards)
Total Rewards Concept
Total Rewards are the monetary and nonmonetary return provided to employees in exchange for their time, talents, efforts and results.
Total Rewards can help an organization recognize what is important to their employees as well as their corporate culture. Rewarding employees is more than just providing a paycheck or having benefits; it is a strategy that help lead to great organizational performance.
What is the Total Rewards Strategy?
Total Rewards defines an organization’s strategy to attract, motivate, retain and engage employees. It’s the tool kit from which an organization chooses to offer and align a value
proposition that results in satisfied, engaged and productive employees who, in turn, create desired business performance and results.
What is the Total Rewards Model?
The Total Rewards model provides a framework for designing, implementing and assessing the rewards packages offered throughout the organization. Organizations must consider various influences, internal and external, that help shape an organization’s Total Rewards strategy to deliver
positive workforce experiences and organizational outcomes.
Internal Influences: The internal influences to consider are; business strategy, culture, workforce, inclusion and leadership.
External Influences: An organization’s Total Rewards Strategy must be created in consideration of external influences including social/cultural norms, the regulatory environment, advances in AI and technology, and the competitive (product and labor) market.
What are the elements of the The Total Rewards Strategy
Elements of Total Rewards Strategy:
Total Rewards strategy is the art of combining the five key elements into tailored packages designed to achieve optimal engagement. For a Total Rewards strategy to be successful, employees must perceive the monetary and nonmonetary rewards as valuable. There are five elements of Total Rewards, each of which includes programs, practices, elements and dimensions that collectivelydefine an organization’s strategy to attract, motivate, engage and retain employees.
■ Compensation — Pay provided by an employer to workers in exchange for services such as time, effort and talent. This includes both fixed and variable pay tied to overall contributions.
■ Well-Being — The state of a workforce that is productive, comfortable, happy and healthy, considering physical, emotional/mental, financial and environmental factors. Total Rewards professionals influence this state through organizational strategic influence and building programs that support workforce success inside and outside of work.
■ Benefits — Programs focused on health and welfare, income protection, financial preparedness, retirement and time off including leaves of absence, aimed to provide holistic well-being and security for the workforce and their families.
■ Recognition — Formal or informal, programs that thank, validate, recognize and celebrate workforce contributions while aligning and strengthening organizational culture.
■ Development — Encompasses the rewards and opportunities that employers offer their workers to advance their skills, competencies, responsibilities and contributions — in both their short and long-term careers.
What is the Employee Value Proposition?
The employee value proposition (EVP) defines what employees give to the company and what they get in return. It encompasses every aspect of the employment relationship in a relatable way for employees. While it may encompass the organization’s mission, values, culture and Total Rewards programs, it is about defining “why people work here” and it extends beyond a list of programs to truly capture the experience and culture of a particular organization.
It is also referred to as the employment exchange or employment deal in that it is a two-way street.
The employer provides value to the employee in the form of Total Rewards that are valued by employees.
■ EVP examples
* “We work hard, throw Nerf darts even harder, and have a lot of fun.” — Yelp
* “We lead. We invent. We deliver. We use the power of sport to move the world.” — NIKE
* “Lead the future of beauty. When you love your work and the people you work with, amazing things can happen.” — L’Oreal
What is the Total Rewards Design Process
Organization Vision - Business Strategy ->Human Resource Strategy–> Total Rewards Strategy–>Program Design and Administration–>Program Evaluation (Revise or Enhance)
Pay provided by an employer to workers in exchange
for services
A. Recognition
B. Development
C. Compensation
D. Well-Being
E. Benefits
C. Compensation
Programs aimed at providing well-being and security
for the workforce and their families
A. Recognition
B. Development
C. Compensation
D. Well-Being
E. Benefits
E. Benefits
Rewards and opportunities employers offer their
workers to advance them professionally
A. Recognition
B. Development
C. Compensation
D. Well-Being
E. Benefits
B. Development
Programs that thank, validate, recognize and celebrate
workforce contributions
A. Recognition
B. Development
C. Compensation
D. Well-Being
E. Benefits
A. Recognition
Why is Communication of the TR Program Important
Once the company develops a TR strategy, EVP, or new programs, it is important to provide as much communication about the programs as possible with veteran employees, new hires and candidates.
This is one way to communicate the value the company offers, and it gets employees excited about the program, thereby increasing the success of the program in the organization.
What is the Purpose of Communication from the Employee Perspective?
From an employee’s perspective, communication should:
■ Provide education and tools — Enable participants to understand the program and make informed decisions
■ Provide timely information — Provide the information employees need, when they need it.
Clearly identify specific actions the employee must take and when they must take action.
■ Clarify expectations about Total Rewards programs
■ Increase awareness and appreciation for Total Rewards programs
■ Support a strong organizational culture
* Increase job satisfaction/morale
* Promote employees’ feelings of value
* Decrease stress/anxiety in a changing environment
* Improve employee focus
■ Reinforce decision to join and remain with the company
What is the Purpose of Communication from the
Employer Perspective
From an employer’s perspective, communication should:
■ Reinforce organization philosophy, culture and values
■ Help achieve Total Rewards program goals
■ Streamline administration — helping to reduce the time HR administrators spend answering
employee questions
■ Comply with legal requirements
■ Improve appropriate program utilization generating enhanced return on investment (ROI) in rewards programs
■ Increase employer’s ability to understand and respond to employees’ needs/expectations
■ Change employee attitudes and behavior
* Move away from entitlement mentality
* Increase appreciation
* Increase sense of fairness and efficiency
■ Build employee trust
■ Improve productivity
What is Management’s Role in Communicating Total Rewards?
Management’s Role in Communicating Total Rewards
■ Managers and supervisors play an essential role in communications with employees. Therefore, managers play a significant role in how and what communications are delivered and received.
Organizations that link manager rewards to effective communications reinforce the message that communications are valued. Furthermore, the link holds managers and supervisors accountable for the role they play in communications.
■ Buy-in and support of the programs and communication — Managers are typically the voice of the programs. If they don’t support the programs and the communication plan, employees may
receive different messages than intended. Employee dissatisfaction may potentially be a result.
What are the two types of Total Rewards (TR) Communications?
■ Nonstrategic communication
The purpose of nonstrategic communication is to inform about a new policy, training or program update (e.g., the communication is limited to a communication activity like sending or receiving an email, flyer or letter, or making an announcement at a meeting). The communication has a short-term orientation and it may not influence the employee’s behavior.
■ Strategic communication
Strategic communication means infusing communications efforts with an agenda and a plan for the long term. Typically that strategy results in a master plan or communication plan that is consistent
with a corporation’s mission, vision and values, is able to enhance the strategic positioning and competitiveness of an organization, and/or influence people to do specific actions.
The purpose of strategic communication is to communicate the best key messages, through a variety of channels, at different stages of the communication plan, to a targeted audience and measured
against communication-specific goals.
What are should every Strategic Communication have>
A CALL to ACTIOn
What 4 things facilitate the Call to Action
In order to achieve the Call to Action, employees must experience all of the following: awareness, understanding, acceptance and commitment.
What is the Design profess of the Total Rewards Communication Plan?
the design of a Total Rewards communication plan is driven by the organization’s mission and vision, supported by the business strategy and guided by the human resources strategy. The design process helps ensure that a line of sight is built between the organization vision and mission, and the organization’s Total Rewards communication plan. The arrows indicate a circular process which begins and ends with the organization’s mission.
Always return to the mission to ensure your TR communication plan and messages align with your overall organization mission. Adjust as needed to keep communication messages consistent and supportive of the business and HR.
What is the Value of the Total Rewards Communication?
Strategic communication is a critical element in the success of a Total Rewards program. Too often, communication is an afterthought or viewed as part of implementation, utilizing whatever budget and
resources are left over. Communications must go beyond tactical plans to include communication initiatives that are tied to business objectives and based on a defined communication strategy.
Carefully planned and designed Total Rewards communication:
■ Drives business performance — Companies are finding that carefully designed and thoroughly communicated Total Rewards programs motivate employees and increase profitability. There
is a strong relationship between superior performance, effective communication and change management — in any industry, region or economy.
■ Links business goals with personal outcomes for employees — Increased profitability can lead to bonuses, increased benefits or additional work-life programs.
■ Leads to understanding and valuing — Regardless of the value that the Total Rewards package holds, if employees don’t understand it, they won’t perceive the value. Employers must provide information on the value to employees. Research by WorldatWork consistently finds a direct correlation between communication and program acceptance or success.
■ Defines employer/employee relationship — Communication can define the relationship between employees and their company and is often the reason why an employee makes or breaks that relationship.
How is the strength of the Total Rewards Strategy Levarged through Effective Communication?
The strength of a Total Rewards strategy can be significantly leveraged through effective communications.
Strategic and targeted communications:
■ Engage employees in the business
■ Drive business performance and results
■ Increase employee satisfaction
■ Improve the effectiveness of a Total Rewards strategy to attract, motivate, engage and retain a talented and engaged workforce
- What value can strategic Total Rewards communication bring to the workplace?
A. Repairs flawed rewards programs
B. Creates tactical plans to be implemented
C. Utilizes whatever budget is remaining
D. Motivates employees and drives business performance
D. Motivates employees and drives business performance
- Which statement best reflects one purpose of communication from an employee perspective?
A. Satisfies legal requirements
B. Simplifies administration of benefits and work-life programs
C. Makes detailed information regarding all HR programs available at the time of hire and also annually
D. Provides necessary education to support educated, informed decisions
D. Provides necessary education to support educated, informed decisions
- Which statement best reflects one purpose of communication from the employer’s perspective?
A. Reinforce an organization’s philosophy, culture and values
B. Provide enough information so employees are aware of the Total Rewards strategy
C. Distribute information as quickly and at the lowest cost possible
D. Ensure all employees receive the same communication at the same time
A. Reinforce an organization’s philosophy, culture and values
- Which of the following best explains why it is important to link manager rewards to effective communications?
A. It guarantees manager support.
B. It focuses on the need for improved manager communication skills.
C. It holds managers accountable for the role they play in communications.
D. It ensures employees receive the intended message.
C. It holds managers accountable for the role they play in communications.
