From corporate vision and mission, and business strategy; we help our clients in preparing the strategy and designing the remuneration programs that better fit client’s requirements as it refers to personnel, costs and work environment.

 

Total Remuneration challenge lies in the appropriate combination of four key elements on which we based our conceptual and methodological orientation:

 

 

When designing Total Rewards Strategy, our analyses consider factors linked to ongoing work market conditions, business competencies, laws, regulations and technological components.

 

Compensation

 

Analysis of fixed and variable pay provided by an employer to an employee for services rendered (i.e., time, effort and skill). Analysis of classification structure design and pay considering analysis of job and roles description and evaluation.

Compensation area starts from the definition of organizational structures and job structures to the elaboration of salary structures and pay formulas assuring both internal equity and external competitiveness principles.

In this area, the strategies and action plans are aimed to satisfy employee’s financial needs.

 

Benefits

 

Programs included in total remuneration package. These programs are used by employer to supplement the cash compensation that employees receive. These programs are designed to protect the employee and his or her family’s socio-economic conditions. They include health plans, social plans and company provided retirement plans.

In this field, the strategies and action plans are aimed to satisfy employee’s personal and family protection.

 

Recognition

 

Programs included in total remuneration package. Objectives are reinforcing valued behaviors by the organization, promoting continuous improvement, formalizing processes, providing positive and immediate feedback to employee and promoting engagement between the organization and its employees.

In this area, the strategies and action plans are aimed to satisfy needs of professional recognition for achievement.

 

Work – Life Balance

 

Specific set of organizational practices, policies, programs, and philosophy, which actively supports efforts to help employees achieve success at both work and home. Work-life programs encompass compensation, benefits and other HR programs, and together they address the key intersections of the worker, his or her family, the community and the workplace.

 

Total remuneration component linked to organizational practices, policies and programs, and philosophy, which actively supports efforts to help employees achieve success at both work and home.

• Workplace Flexibility/Alternative Work Arrangements
• Caring for Dependents
• Financial Support
• Paid and Unpaid Time Off
• Community/ Society Involvement

In this field, the strategies and action plans are aimed to satisfy intrinsic employee’s needs related to career development and work-life balance.

 

 

Organization: Structure & Processes

• Elaboration and/or diagnosis of organizational structures and related work processes
• Job descriptions

 

Competencies

 

Identification of technical and behavioral competencies Linkage of competencies with positions and roles Definition of observable behavioral indicators and levels of command Measurement process of competencies Implementation of competencies in human resources subsystems

 

Performance Management

 

We provide advising and support to our clients in the different stages of individual and group performance management, while including area professional from our client company in the handle of the conceptual and methodological tools.

 

We also provide support in the design of templates and provide measure tools, and/or adapt models to human resources automated systems, ongoing in our client’s company.