Reward and the HR Practitioner Andrew Walker Croner Reward April 2009 Subjects covered Some background The general landscape and some specific research Where does reward fit in right.
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Transcript Reward and the HR Practitioner Andrew Walker Croner Reward April 2009 Subjects covered Some background The general landscape and some specific research Where does reward fit in right.
Reward and the HR
Practitioner
Andrew Walker
Croner Reward
April 2009
1
Subjects covered
Some background
The general landscape and some specific research
Where does reward fit in right now?
Q&A
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Croner Reward – An Overview
Founded 1972
Part of Wolters Kluwer (UK) Ltd since October 2001
Researchers, Publishers and Advisers
Publish 60 – 70 surveys each year
Undertake 100 – 120 Job Evaluation projects
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Reward services
Regional
Surveys
National
Sector Specific
Online
E-commerce
SalarySearch
Intellectual
Asset
Job Evaluation
Pay and Grading
Executive Remuneration
Other Consulting
MRR
Overseas pay
Consulting
Research
Company Car
Benefits Research
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The Landscape
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Important pressures on pay rises
Upward Pressures
Downward Pressures
Inflation
Inflation
Company Performance
Company Performance
Recruitment Problems
Problems raising prices
Retention Problems
Global Competition
Industry Pay Pressure
Equal Pay
Union Recognition
Economic climate
Skill shortages
Equal Pay
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The Landscape – Autumn 2008
Survey of 150 employers
Specifically asked about the landscape
Conducted in a 48 hour period in September 2008
A real snapshot of what employers think
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The Landscape
Based on their own experience,
— 83% said inflation was applying upward pressure to pay right now
— 36% told us that company performance was having a down ward effect on pay
— Roughly half felt that skill shortages were having an upward effect, but the
remaining 50% mostly saw this as having no impact currently
— 79% said that trade union activity was having no effect either way on pay
setting in their organisation
Thinking about what they have heard anecdotally,
— 92% thought inflation was affecting others by applying upward pressure
— 44% thought that company performance was pushing pay settlements down
— 67% thought that trade union activity was pushing pay levels up in other
organisations
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The Landscape
Asked about their last review
— Reasonably even split between more, less, the same
— Average 3.92%
— Nearly half budgeted for the same as previous year
Asked about pressure on pay 42% said they are under pressure to give
more, although 41% don’t know yet for sure
Asked about next pay review
— 44% would the same as last year
— 25% would give less
— Average 3.85% predicted
— Only 30% would give more in the next pay round
So despite all of the indicators, more of which pointed to upward
pressure, most employers gave the same as or less than they did the
previous year
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The Landscape - Now
Survey of same employers
Asked broadly the same questions about the landscape
Conducted in a 1 week period in April 2009
A new snapshot of what employers think
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The Landscape - Now
Based on their own experience,
— 43% still said inflation was applying upward pressure to pay right now
— 38% told us that company performance was having a downward effect on pay
— Roughly two thirds feel that skill shortages are having no impact on pay levels
currently
— 80% said that trade union activity was having no effect either way on pay
setting in their organisation
— Close on 50% state that “general market forces” are applying downward
pressure
Thinking about what they have heard anecdotally,
— Only 26% think inflation is affecting others by applying upward pressure, down
from 92% in September
— Less than 60%% think company performance is pushing pay settlements down
— Around half think that trade union activity is pushing pay levels up in other
organisations, compared to nearly 70% last time
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The Landscape - Now
Asked about their last review
— Still reasonably even split between more, less, the same, but with a spike in
the “less than” group
— Average still at 3%, but that's down from 4% last time
— Nearly half budgeted for the same as previous year
Nearly a quarter implemented a 'pay freeze' and 2% gave a pay cut.
50/50 split on paying bonuses.
Where there was a pay cut, it applied to all staff
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The Landscape - Now
Some new trends emerging
— 65% have implemented a recruitment freeze
— Nearly 60% have cut jobs
— A further 30% have stopped overtime and/or cut shifts
Looking forward
— 62% are planning to cut jobs further
— Over 50% plan to stop overtime and /or cut shifts
— The recruitment freeze remains in place for the 60% for the time being
Challenges
— 66% claim that a drop in revenues is their biggest challenge right now
— But a third say that they are at risk because their own customers have gone
out of business
— Nearly a third say their biggest issue is to carry out a restructure or a
downsizing
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The Landscape - Now
“Approach was - if we want to be here tomorrow we need to bite the
bullet now”
“I think some companies are using the climate to reduce salaries when
there is no real need for them to do so.”
“It's mostly about sales If no one is buying companies will experience a
very tough time.”
“The single most significant factor is really the uncertainty about how
things are going to impact us. We provide international / expatriate
health insurance, and so far seem to be riding the storm.”
“impact of NMW on our lower paid workers”
“No use of agency staff”
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Possible actions
Pay freeze – simply stop giving pay rises
Pay pause – commit to current rise, but only when appropriate
Pay cut – Reduce pay for same hours
Reduce hours – cut overall paybill costs
Reduce or stop overtime
Cut shifts
Freeze recruitment
Redundancy
So where does this take us in managing reward?
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Two Questions
What is your biggest strategic reward challenge right now?
What is currently your biggest day to day reward issue?
Reward Strategy A Simple Definition
“
A Reward Strategy is a means of using base pay and/or other forms
of reward to promote positive behaviours and values which
contribute to the achievement of the organisation’s corporate
goals.”
Operational issues
Historically cumbersome pay structures
Inconsistent and badly designed
Designed to give control over progression, not flexibility
Not integrated into business
Lack of engagement
Often complex and poorly understood
Business issues
An HR/Personnel/Finance function
Paper driven
Too much discretion
Lacking transparency
Unequal
Opportunities and Challenges
The drivers of change?
What are the opportunities?
How big are the challenges?
How might these impact on reward systems and strategies?
What are the Drivers of Change ?
Technology
Thinking and approach
The world in which they and we operate
Legislative framework
Opportunities and Challenges
• Better performance
• Investment
• More direct involvement
• Acceptance/Acceptability
• Business integration
• Change management
• Improved management
• Equality
• A genuine ROI model
• Time and resource – in house
vs outsourced
Impact
A new way of working
More business focused
Flexible without being chaotic
Tighter without being constrained
Two Examples
Job Evaluation
Users wanted relevant, flexible tools
Transparency was crucial
Not a “black box”
Simplicity the watchword
Job Evaluation
Moves away from vast structures
Local system, local impact
But integrated, flexible, responsive
A business tool
Job Evaluation
Job Evaluation as a tool, not a God
Felt Fair, Consistent, Defensible
Linked to market benchmarking
Informed decision making
Equality
Job Evaluation
Technology allows for this
Thinking has enabled the process
As the world gets smaller, the links get bigger
Equality and transparency
Job Evaluation
PC based and online systems
Paperless Job Descriptions
Roles and competences
Tailored factors
Linked directly to personnel records and other systems
Not a reason not to do something
Where does this lead?
Tension between “off the shelf” and flexible systems
Pay systems that reflect reality
Enable companies to pay on contribution, not service
Better visibility on equality
Salary Surveys
Reflect the reality in the market (s)
Map to organisational shapes and structures
Have to cope with new and emerging skill sets, jobs and
industries
Are dynamic and evolving
Whilst remaining consistent
Salary Surveys - Challenges
Job titles – new or just different
Benchmarks must be responsive
More “special” surveys
Sample sizes change
Data groupings alter
Participation model has to evolve
Environment
Less about base pay
Measuring the mix
Best practice – is there one ?
Technical design – broadbanding, competencies
How does it all fit together?
Equal pay issues
Technology
Allows for more immediate participation
Allows for faster processing
Gives more flexible/relevant outputs
Offers alternative delivery channels
Also gives rise to alternative sources
Face validity issues
Where does this lead?
Dilution in survey value
Time/cost/benefit
Smaller, more focused surveys
Spreadsheet, CD and Internet delivery
E-commerce – data as a commodity
Consider this
With flexibility comes responsibility
Have contingency plans
Do not be afraid to react to change
The Last Word
The drivers allow real change to take place
More flexibility?
More direct participation
Here to stay
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Question and Answer
Reward
April 2009
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