NEW REPORT

"The Total Reward concept can be used in so many ways - for strategy development, employee engagement, communications and benefit development. This comprehensive report will be equally useful to the experienced professional or new practitioner."
Paul Bissell, Head of Rewards, Nationwide Building Society

The total reward innovators reveal their secrets

AstraZeneca – bringing Advantage to employee rewards
How AstraZeneca UK (AZ) redesigned its reward package following the merger of the Swedish multinational Astra and UK-owned Zeneca in 1999, the former pharmaceutical arm of ICI. Astra Zeneca set out to position itself as an employer of choice in competitive talent markets. The case study describes the Advantage Fund that enables each eligible employee to purchase items from a menu of benefits with associated tax and preferential purchasing savings.

BT – reinforcing values and corporate strategy
To become a world-leading information and communications technology (ICT) solutions group, BT needed a radical shake-up of its whole organisation. Part of this involved a strategic HR initiative that included a new approach to reward. Aligning HR and reward to strategy and values has meant working with the business lines to redesign, map and restructure around 18 job families. The case study shows how roles, capabilities, performance objectives and annual performance assessments have been reinvented to support BT’s corporate strategy.

HCA-HealthONE LLC - a competition-beating formula
Denver-based HCA-HealthONE has deployed a Total Rewards Model not just to reward its diverse workforce equitably but also as a lever for attraction and retention against competing organisations in the US healthcare industry and local employers. The programme has three elements – compensation, benefits and work experience. How the organisation focuses on these three ‘drivers’ to lead the reward team to make improvements every year to this ‘employee value proposition’.

Husky Injection Molding – a values-led basis for reward
Husky, a $935 million turnover Canadian enterprise, is uncompromisingly driven by core values which employees, customers, suppliers and other stakeholders share. Recognised worldwide for its ‘best practices’ in trade, employment, community and environmental policies, the company has developed a reward system that is driven by its values, including rewards for implementing the company’s commitment to environmental values. The case study shows how Husky’s corporate culture informs all aspects of its total reward philosophy and practices.

Nationwide – incentivising commitment
Nationwide, the world’s largest building society, a member-owned financial services organization, has taken an innovative approach to reward. The case study describes its ‘Committed and Engaged Person’ model and the philosophy of ‘total remuneration’ introduced in 1999. How this mix of pay, benefits, training/development opportunities, and high quality work environment is structured and the business benefits that the building society attributes to its total reward practices are explored in detail.

The Royal Bank of Scotland – flexibility for growth
The Royal Bank of Scotland Group (RBS) is among the largest global banks with 142,000 people. Since the turn of the Millennium its reward strategy has undergone a long process of evolution that still continues. The case study outlines RBS’s concept of total reward, its implementation across the group and the business benefits it brings. This includes total reward’s roles in delivering its strategic HR policies and meeting the changing business challenges faced by different divisions of the banking group.

Plus...many more examples from leading companies such as • Boeing Corporation • Cisco Systems • Colgate • Corning • FedEx • Google • John Lewis • McDonald’s • Starbucks • Tesco and many others