The report highlights interesting trends in terms of not only how compensation and benefits structures have evolved in India over last few decades but also how these vary from Industry to Industry ; how new age industry sectors differ from tradition industry sectors and what employees actually value. The Age of Plain old salary increments is over and a radical compensation mix – comprising between 60% and 40% fixed-to-variable and between 38% and 85% intangible-to-tangible – is ushering in the Total Rewards era in India. As a critical component of Total Rewards, Flexi-benefits are fast gaining currency thanks to personalization, higher perceived value and better tax benefits. Sectors employing a bigger pool of mid-level professionals have a rationalized compensation and rewards structure, and hierarchical profiling shows up a sharp increase in variable pay higher up the hierarchy. While organizations are taking active measures to retain critical talent substantial mismatch between employee and employer expectations at both the talent acquisition and retention phases diminishes the economic value to both. Employers have an “attraction disconnects”, and “retention disconnect”; Employee carries liberal benefits expectations throughout the lifecycle and has substantially low satisfaction levels on compensation and benefits.
Presentation notes from the Frocomm Social Media Bootcamp, June 2009, Sydney presenters were Brian Giesen and Graham White from Ogilvy 360 Digital Influence
Introduction to digital marketing- Social media marketing-Facebook MarketingSofthat IT Solutions
The document provides an introduction to a training program on digital marketing run by the KP Youth Employment Program (KPYEP) in Pakistan. It aims to equip university graduates with freelancing and entrepreneurship skills through 6 modules covering topics like social media marketing, traditional vs digital marketing, and popular platforms. The objectives are for learners to understand how businesses can use social media to drive goals and identify which networks different demographics use. Popular platforms discussed include Facebook, Twitter, LinkedIn, and Instagram. Learners will learn about career opportunities in digital marketing fields like being a marketer, freelancer or starting their own business.
Content Marketing
The purpose of a content strategy
Successful content strategy
Content Types
Major objectives of content marketing
Three main categories of content objectives
The Value of Content in a Social Media Strategy
The Importance of Developing a Content Strategy
Creating a Content Strategy for Social Media
Creating a Content Calendar and Using it Effectively
Live Webinar: How to Increase Your Content Reach and Engagement Through Emplo...LinkedIn
In this webcast, you’ll learn:
- How employee sharing can enhance your marketing goals
- How to launch your own employee advocacy program
- Real life best practices and success stories from DLA Piper and LinkedIn
Webinar - Getting It Done: How large organizations achieve social and content...LinkedIn
This document summarizes a presentation about aligning large organizations for social media and content marketing success. It discusses trends in top performing content marketers on LinkedIn, keys to success for large organizations, and Visa's path to success with their social media strategy. The presentation covers Visa's content strategy, approach, lessons learned, and future plans to continue improving their LinkedIn presence and engagement.
Linkedin Miniguide Five Steps For Crafting a Killer Social Recruiting StrategyAjumal Khan
1) The document outlines 5 steps for developing a killer social recruiting strategy: review goals, supercharge talent brand, harness employees, engage online, and measure success.
2) It emphasizes building a strong talent brand, engaging employees as ambassadors, targeting communications online, and using metrics like the Talent Brand Index to measure strategy effectiveness.
3) Key tactics include helping employees optimize profiles, sharing company stories/events, using LinkedIn Recruiter to build talent pipelines, and tracking metrics like offer acceptance rates and employee retention over time.
Creating social content is a highly effective way to drive traffic to your business’s website
In order to engage your audience, it’s essential to take a strategically focused yet pragmatically tactical approach with your social content creation, which is based on bringing in prospects at every stage of the funnel.
This document discusses content marketing and provides examples of different types of content that can be created. It introduces the four main content marketing archetypes: the poet, the professor, the preacher and the promoter. The poet creates content that sparks conversation and challenges beliefs by promoting a brand's values. The professor focuses on thought leadership and expertise through mentorship and data-driven research. The preacher shares news, trends and how-to guides for micro moments. The promoter generates case studies, covers events and includes product calls-to-action for conversion goals. The rest of the document provides more details on each archetype and examples of companies exemplifying different styles of content.
Presentation notes from the Frocomm Social Media Bootcamp, June 2009, Sydney presenters were Brian Giesen and Graham White from Ogilvy 360 Digital Influence
Introduction to digital marketing- Social media marketing-Facebook MarketingSofthat IT Solutions
The document provides an introduction to a training program on digital marketing run by the KP Youth Employment Program (KPYEP) in Pakistan. It aims to equip university graduates with freelancing and entrepreneurship skills through 6 modules covering topics like social media marketing, traditional vs digital marketing, and popular platforms. The objectives are for learners to understand how businesses can use social media to drive goals and identify which networks different demographics use. Popular platforms discussed include Facebook, Twitter, LinkedIn, and Instagram. Learners will learn about career opportunities in digital marketing fields like being a marketer, freelancer or starting their own business.
Content Marketing
The purpose of a content strategy
Successful content strategy
Content Types
Major objectives of content marketing
Three main categories of content objectives
The Value of Content in a Social Media Strategy
The Importance of Developing a Content Strategy
Creating a Content Strategy for Social Media
Creating a Content Calendar and Using it Effectively
Live Webinar: How to Increase Your Content Reach and Engagement Through Emplo...LinkedIn
In this webcast, you’ll learn:
- How employee sharing can enhance your marketing goals
- How to launch your own employee advocacy program
- Real life best practices and success stories from DLA Piper and LinkedIn
Webinar - Getting It Done: How large organizations achieve social and content...LinkedIn
This document summarizes a presentation about aligning large organizations for social media and content marketing success. It discusses trends in top performing content marketers on LinkedIn, keys to success for large organizations, and Visa's path to success with their social media strategy. The presentation covers Visa's content strategy, approach, lessons learned, and future plans to continue improving their LinkedIn presence and engagement.
Linkedin Miniguide Five Steps For Crafting a Killer Social Recruiting StrategyAjumal Khan
1) The document outlines 5 steps for developing a killer social recruiting strategy: review goals, supercharge talent brand, harness employees, engage online, and measure success.
2) It emphasizes building a strong talent brand, engaging employees as ambassadors, targeting communications online, and using metrics like the Talent Brand Index to measure strategy effectiveness.
3) Key tactics include helping employees optimize profiles, sharing company stories/events, using LinkedIn Recruiter to build talent pipelines, and tracking metrics like offer acceptance rates and employee retention over time.
Creating social content is a highly effective way to drive traffic to your business’s website
In order to engage your audience, it’s essential to take a strategically focused yet pragmatically tactical approach with your social content creation, which is based on bringing in prospects at every stage of the funnel.
This document discusses content marketing and provides examples of different types of content that can be created. It introduces the four main content marketing archetypes: the poet, the professor, the preacher and the promoter. The poet creates content that sparks conversation and challenges beliefs by promoting a brand's values. The professor focuses on thought leadership and expertise through mentorship and data-driven research. The preacher shares news, trends and how-to guides for micro moments. The promoter generates case studies, covers events and includes product calls-to-action for conversion goals. The rest of the document provides more details on each archetype and examples of companies exemplifying different styles of content.
Smart insights social media marketing strategyAdCMO
This document provides templates and guidance for creating a social media marketing strategy in 7 steps. It discusses setting business goals for social media marketing, including goals around sales (Sell), communications (Speak), customer service (Serve), costs (Save), and brand building (Sizzle). It also provides templates for defining key performance indicators, mapping objectives to strategies and tactics, and assessing an organization's current social media capabilities. The overall aim is to help organizations develop a comprehensive yet practical social media strategy aligned with their business goals.
This document provides an overview and introduction to a digital business module. It discusses key themes like the impact of digital change on culture and organizations. New business models of companies like FAANG are examined. A hybrid model of education is described, combining online asynchronous and same time interactions. Resources on the future of work and free digital tools are also listed. The module will focus on understanding digital change at a societal, organizational and individual level through assigned readings, discussions and activities.
This document provides guidance for not-for-profit organizations on using social media communications. It discusses the key social media platforms of Facebook, Twitter, YouTube, LinkedIn and others. It recommends focusing resources on 2-3 major networks like Facebook and Twitter. Examples are given of how Amnesty International effectively uses different social media platforms for awareness, engagement and fundraising. The document also provides an overview of each network's features and considerations for not-for-profits in determining what platforms to prioritize.
LinkedIn is emerging as powerful publishing platform for content marketers. Marketing Mag features Gary Fearnall, Director of LinkedIn Marketing Solutions Canada, as they examine the future of the platform.
This document provides a 7-step guide to successful SEO. It begins with an introduction that defines SEO and its importance for driving traffic. It explains that the two most important ranking factors are the quality of links to a page and site. The guide then covers each of the 7 steps: 1) setting goals and doing an audit, 2) making content discoverable, 3) on-page optimization, 4) creating content, 5) gaining quality links, 6) refining internal linking, and 7) using analytics. It emphasizes that SEO requires a proactive approach and focuses on quality over quantity. The landscape is always changing, so practitioners must stay up to date on algorithm updates.
This document provides guidance on creating a social media marketing plan. It discusses setting goals and benchmarks, creating a strategy, social listening and reputation management, content strategy, communications strategy, implementation, and optimization. The key activities of the plan are defined as listening, transforming the brand, acquiring customers, increasing sales, customer service, and harnessing insights. Content and communications strategies are recommended to support goals of new and existing customer acquisition. Social listening is important for understanding markets, brands, and identifying influencers.
Masterclass: Advanced Strategies on LinkedIn [Boston]LinkedIn
You’ve launched campaigns, A/B tested, and know LinkedIn best practices….
Now it's time to take your LinkedIn campaigns to the next level. Learn how with the help of this deck from our Masterclass series!
This document provides an introduction to using Facebook for marketing purposes. It discusses key facts about Facebook, including that it has over 1 billion monthly active users and 819 million mobile users. It also discusses that engagement and content are key to success on Facebook, rather than traditional interruptive advertising. The document then covers definitions of important Facebook marketing terms like reach, engagement, and amplification. It also discusses who is using Facebook, including that older age groups over 50 are among the fastest growing demographics. Finally, it manages expectations for Facebook by noting it has competition from other channels.
How to Use LinkedIn to Impact Every Stage of the Marketing FunnelLinkedIn
As a digital marketer, it can be challenging to identify the most effective mix of marketing channels to use, as well as the right technologies to support these efforts. After all, we marketers are a diverse bunch. Some of us live in a world governed by leads and conversions, while others prioritize increasing brand awareness with the right target audience. And of course, there are those who believe that impacting the entire marketing funnel is important—reaching the right people at the top of the funnel and nurturing them through the buying process until they are ready to buy.
The LinkedIn Marketing Solutions platform—comprised of Display Advertising, Sponsored Updates, Sponsored InMail, Lead Accelerator, and Text Ads—is designed precisely with these full-funnel objectives in mind.
Whether you’re a demand generation marketer focused on leads, a brand marketer looking to increase awareness with a professional audience, or perhaps a little bit of both, our portfolio has been purpose-built to help you succeed in reaching the right prospects across any long and complex purchase process. Find out how the platform can help you, no matter what your goals are.
LinkedIn Financial Services Webinar Part 2 - 6-19-12LinkedIn
High Net Worth Investors Pt. 2 - Leveraging Social Media to Reach Affluent Investors.
This deck gives insights and best practices for reaching affluent investors with social media, based on new research from LinkedIn and Cogent Research. By Marie Rice, Cogent Research and Eileen Loustau, BlackRock, Inc.
This document provides a 7-step guide to successful video marketing. It begins with an introduction to video marketing, discussing the benefits it can provide for businesses in areas like brand awareness, engagement, conversion and SEO. It then outlines 7 different types of videos businesses can create, including testimonial, product demo, and explainer videos. Each video type is described and relevant examples are given. The document argues that video is a powerful marketing medium as it can increase engagement and sharing of content online. It also cites data showing the popularity of video and time spent watching videos on sites like YouTube and Facebook.
This document provides a 7-step guide to successful email marketing. It discusses using email for both customer acquisition and retention. For acquisition, it evaluates options like rented lists, co-branded emails, and advertising in third-party newsletters. For retention, it examines tools like house newsletters, triggered emails, and salesforce emails. Throughout, it emphasizes the importance of permission marketing and having a structured approach to collecting customer data and profiling audiences for segmentation.
This educational workshop is perfect for paid social practitioners who want to learn more about how to best reach LinkedIn members in their Feed or via Text Ads. Session will include hands on work with our platform, tools, and dashboards. Inquire with your Account Executive if you would like to attend.
We are the professional web design & development company in India
We specialize in providing services like web design & development, mobile application development, graphic design & e-commerce solutions to help start ups & small businesses in creating their brand identity. We market them by offering digital marketing, SEO and social media marketing services.
Live Webinar: Getting Started wit Display On and Off LinkedInLinkedIn
Getting in front of the right prospects early and often enables you to generate awareness, drive traffic, build trust, and effectively nudge your prospects from one stage of the funnel to the next until they convert.
And with LinkedIn Display Advertising, it’s never been easier to reach and engage your high-value prospects in a professional context and wherever they travel on the web with relevant ads and content.
In this presentation, LinkedIn senior manager Andrew Kaplan will demonstrate:
- How to leverage a variety of onsite and network display ads
- How to use built-in campaign and website analytics to measure your success
- How our own internal demand gen team uses display
LinkedIn demand gen expert Cassandra Clark also shares real examples of how LinkedIn uses display.
Discover how you can start reaching the world’s largest professional audience on LinkedIn—and beyond—using display.
The document discusses social media marketing and provides guidance on developing a social media strategy and plan. It defines social media and its key characteristics. It then outlines the benefits of social media marketing, including increased traffic, high quality links, and complementing other marketing efforts. The document proposes a four step approach to social media planning focusing on business goals, customer needs, engagement plans, and success metrics. It also provides examples of social media management, monitoring, and campaign activities across various social media platforms.
Creating An Integrated Social Media Strategypholbrook
This document discusses creating an integrated social media strategy. It begins by asking who from various departments is present and what their social media policies and usage entail. It then provides statistics on social media usage and reviews Tony Hsieh's advice on having a vision, transparency, defining your culture through core values, and focusing on repeat customers. The document concludes by outlining the steps to developing an integrated social media strategy across departments with a focus on content, community, and commerce.
The document provides a checklist for email marketers to use before sending out an email campaign. It covers topics like engaging subject lines and headers, effective lead-ins above the email fold, persuasive offers and messaging, copywriting best practices, and ensuring dynamic content and links are working properly. The checklist is designed to help marketers create consistent, high-quality emails that increase subscriber engagement and response rates while avoiding potential errors. It should be used when planning, reviewing, or testing campaigns before broadcast. Feedback is welcomed to improve the checklist guide.
MindRocket Media Group Capabilities DeckFinanceMRMG
As experts in K-20 education and workforce training thought leadership, our team can effectively help you communicate and execute your organizational vision. By engaging in our holistic “Customer Journey” approach we help you connect with the right target audience making every word and every moment count. We connect the dots from messaging to sales and operations by drawing upon current domain expertise and industry experience while leveraging our well-established industry relationships. We are experts in organizational growth strategies, audience communications, media production, and networking. We remove artificial barriers to provide integrated strategies and support that positively impact end-to-end product lifecycles in K-20 education and workforce and education technology.
Comp and Benefits as a Talent Attraction StrategyRobin Schooling
It’s definitely true that “one size does not fit all” when it comes to the attraction, engagement and retention of talent. HR professionals understand there are numerous components that satisfy employee needs including some of the basic items in the HR wheelhouse: compensation and benefits. While an organization’s ‘employer brand” is not solely dependent upon benefit offerings, Total Rewards, and the psychological contract created, continues to be as important as culture, the work environment, and the opportunity to do interesting and meaningful work.
Thomsons Online Benefits Breakfast Workshop - Will your benefits still engage...Thomsons Online Benefits
Are you concerned about the future appeal of your benefits scheme?
If you are unsure how the HM Revenue and Customs' proposed salary sacrifice changes will impact your benefits programme, view the slides from our invite-only breakfast workshop.
Smart insights social media marketing strategyAdCMO
This document provides templates and guidance for creating a social media marketing strategy in 7 steps. It discusses setting business goals for social media marketing, including goals around sales (Sell), communications (Speak), customer service (Serve), costs (Save), and brand building (Sizzle). It also provides templates for defining key performance indicators, mapping objectives to strategies and tactics, and assessing an organization's current social media capabilities. The overall aim is to help organizations develop a comprehensive yet practical social media strategy aligned with their business goals.
This document provides an overview and introduction to a digital business module. It discusses key themes like the impact of digital change on culture and organizations. New business models of companies like FAANG are examined. A hybrid model of education is described, combining online asynchronous and same time interactions. Resources on the future of work and free digital tools are also listed. The module will focus on understanding digital change at a societal, organizational and individual level through assigned readings, discussions and activities.
This document provides guidance for not-for-profit organizations on using social media communications. It discusses the key social media platforms of Facebook, Twitter, YouTube, LinkedIn and others. It recommends focusing resources on 2-3 major networks like Facebook and Twitter. Examples are given of how Amnesty International effectively uses different social media platforms for awareness, engagement and fundraising. The document also provides an overview of each network's features and considerations for not-for-profits in determining what platforms to prioritize.
LinkedIn is emerging as powerful publishing platform for content marketers. Marketing Mag features Gary Fearnall, Director of LinkedIn Marketing Solutions Canada, as they examine the future of the platform.
This document provides a 7-step guide to successful SEO. It begins with an introduction that defines SEO and its importance for driving traffic. It explains that the two most important ranking factors are the quality of links to a page and site. The guide then covers each of the 7 steps: 1) setting goals and doing an audit, 2) making content discoverable, 3) on-page optimization, 4) creating content, 5) gaining quality links, 6) refining internal linking, and 7) using analytics. It emphasizes that SEO requires a proactive approach and focuses on quality over quantity. The landscape is always changing, so practitioners must stay up to date on algorithm updates.
This document provides guidance on creating a social media marketing plan. It discusses setting goals and benchmarks, creating a strategy, social listening and reputation management, content strategy, communications strategy, implementation, and optimization. The key activities of the plan are defined as listening, transforming the brand, acquiring customers, increasing sales, customer service, and harnessing insights. Content and communications strategies are recommended to support goals of new and existing customer acquisition. Social listening is important for understanding markets, brands, and identifying influencers.
Masterclass: Advanced Strategies on LinkedIn [Boston]LinkedIn
You’ve launched campaigns, A/B tested, and know LinkedIn best practices….
Now it's time to take your LinkedIn campaigns to the next level. Learn how with the help of this deck from our Masterclass series!
This document provides an introduction to using Facebook for marketing purposes. It discusses key facts about Facebook, including that it has over 1 billion monthly active users and 819 million mobile users. It also discusses that engagement and content are key to success on Facebook, rather than traditional interruptive advertising. The document then covers definitions of important Facebook marketing terms like reach, engagement, and amplification. It also discusses who is using Facebook, including that older age groups over 50 are among the fastest growing demographics. Finally, it manages expectations for Facebook by noting it has competition from other channels.
How to Use LinkedIn to Impact Every Stage of the Marketing FunnelLinkedIn
As a digital marketer, it can be challenging to identify the most effective mix of marketing channels to use, as well as the right technologies to support these efforts. After all, we marketers are a diverse bunch. Some of us live in a world governed by leads and conversions, while others prioritize increasing brand awareness with the right target audience. And of course, there are those who believe that impacting the entire marketing funnel is important—reaching the right people at the top of the funnel and nurturing them through the buying process until they are ready to buy.
The LinkedIn Marketing Solutions platform—comprised of Display Advertising, Sponsored Updates, Sponsored InMail, Lead Accelerator, and Text Ads—is designed precisely with these full-funnel objectives in mind.
Whether you’re a demand generation marketer focused on leads, a brand marketer looking to increase awareness with a professional audience, or perhaps a little bit of both, our portfolio has been purpose-built to help you succeed in reaching the right prospects across any long and complex purchase process. Find out how the platform can help you, no matter what your goals are.
LinkedIn Financial Services Webinar Part 2 - 6-19-12LinkedIn
High Net Worth Investors Pt. 2 - Leveraging Social Media to Reach Affluent Investors.
This deck gives insights and best practices for reaching affluent investors with social media, based on new research from LinkedIn and Cogent Research. By Marie Rice, Cogent Research and Eileen Loustau, BlackRock, Inc.
This document provides a 7-step guide to successful video marketing. It begins with an introduction to video marketing, discussing the benefits it can provide for businesses in areas like brand awareness, engagement, conversion and SEO. It then outlines 7 different types of videos businesses can create, including testimonial, product demo, and explainer videos. Each video type is described and relevant examples are given. The document argues that video is a powerful marketing medium as it can increase engagement and sharing of content online. It also cites data showing the popularity of video and time spent watching videos on sites like YouTube and Facebook.
This document provides a 7-step guide to successful email marketing. It discusses using email for both customer acquisition and retention. For acquisition, it evaluates options like rented lists, co-branded emails, and advertising in third-party newsletters. For retention, it examines tools like house newsletters, triggered emails, and salesforce emails. Throughout, it emphasizes the importance of permission marketing and having a structured approach to collecting customer data and profiling audiences for segmentation.
This educational workshop is perfect for paid social practitioners who want to learn more about how to best reach LinkedIn members in their Feed or via Text Ads. Session will include hands on work with our platform, tools, and dashboards. Inquire with your Account Executive if you would like to attend.
We are the professional web design & development company in India
We specialize in providing services like web design & development, mobile application development, graphic design & e-commerce solutions to help start ups & small businesses in creating their brand identity. We market them by offering digital marketing, SEO and social media marketing services.
Live Webinar: Getting Started wit Display On and Off LinkedInLinkedIn
Getting in front of the right prospects early and often enables you to generate awareness, drive traffic, build trust, and effectively nudge your prospects from one stage of the funnel to the next until they convert.
And with LinkedIn Display Advertising, it’s never been easier to reach and engage your high-value prospects in a professional context and wherever they travel on the web with relevant ads and content.
In this presentation, LinkedIn senior manager Andrew Kaplan will demonstrate:
- How to leverage a variety of onsite and network display ads
- How to use built-in campaign and website analytics to measure your success
- How our own internal demand gen team uses display
LinkedIn demand gen expert Cassandra Clark also shares real examples of how LinkedIn uses display.
Discover how you can start reaching the world’s largest professional audience on LinkedIn—and beyond—using display.
The document discusses social media marketing and provides guidance on developing a social media strategy and plan. It defines social media and its key characteristics. It then outlines the benefits of social media marketing, including increased traffic, high quality links, and complementing other marketing efforts. The document proposes a four step approach to social media planning focusing on business goals, customer needs, engagement plans, and success metrics. It also provides examples of social media management, monitoring, and campaign activities across various social media platforms.
Creating An Integrated Social Media Strategypholbrook
This document discusses creating an integrated social media strategy. It begins by asking who from various departments is present and what their social media policies and usage entail. It then provides statistics on social media usage and reviews Tony Hsieh's advice on having a vision, transparency, defining your culture through core values, and focusing on repeat customers. The document concludes by outlining the steps to developing an integrated social media strategy across departments with a focus on content, community, and commerce.
The document provides a checklist for email marketers to use before sending out an email campaign. It covers topics like engaging subject lines and headers, effective lead-ins above the email fold, persuasive offers and messaging, copywriting best practices, and ensuring dynamic content and links are working properly. The checklist is designed to help marketers create consistent, high-quality emails that increase subscriber engagement and response rates while avoiding potential errors. It should be used when planning, reviewing, or testing campaigns before broadcast. Feedback is welcomed to improve the checklist guide.
MindRocket Media Group Capabilities DeckFinanceMRMG
As experts in K-20 education and workforce training thought leadership, our team can effectively help you communicate and execute your organizational vision. By engaging in our holistic “Customer Journey” approach we help you connect with the right target audience making every word and every moment count. We connect the dots from messaging to sales and operations by drawing upon current domain expertise and industry experience while leveraging our well-established industry relationships. We are experts in organizational growth strategies, audience communications, media production, and networking. We remove artificial barriers to provide integrated strategies and support that positively impact end-to-end product lifecycles in K-20 education and workforce and education technology.
Comp and Benefits as a Talent Attraction StrategyRobin Schooling
It’s definitely true that “one size does not fit all” when it comes to the attraction, engagement and retention of talent. HR professionals understand there are numerous components that satisfy employee needs including some of the basic items in the HR wheelhouse: compensation and benefits. While an organization’s ‘employer brand” is not solely dependent upon benefit offerings, Total Rewards, and the psychological contract created, continues to be as important as culture, the work environment, and the opportunity to do interesting and meaningful work.
Thomsons Online Benefits Breakfast Workshop - Will your benefits still engage...Thomsons Online Benefits
Are you concerned about the future appeal of your benefits scheme?
If you are unsure how the HM Revenue and Customs' proposed salary sacrifice changes will impact your benefits programme, view the slides from our invite-only breakfast workshop.
Employee benefits are a crucial aspect to attract, retain and engage talent. In this presentation, we will explore the ins and outs of benefit management.
An increasingly dynamic market in the GCC requires companies to plan for and minimize the movement of their top talent. Also, they must effectively address the increasing emphasis on "nationalization". This presentation offers help in these areas where needed.
The document discusses administration of employee benefits and services, outlining that it is a systematic approach to ensuring employees are paid fairly. It notes some key aspects of benefits administration including deciding fringe benefit policies and budgets, and influencing employee attitudes and satisfaction. Some challenges are identified such as a lack of employee participation and confusion over benefits. The future of benefits is discussed as becoming more complex and tailored to individual needs. Employee leasing is introduced as an arrangement where businesses lease employees through an outside contractor to handle HR functions. Guidelines for creating effective benefit programs are provided such as consulting HR, surveying employee needs, and measuring return on investment.
The proposed budget summary outlines costs for implementing a Total Rewards Program at Aon Hewitt, including salaries, benefits, contract services, supplies, and evaluation costs totaling $720,000 over 3 years. Key items include hiring two wellness coaches at $50,000 each per year, and covering employee benefits for 5002 employees at $7.99 per employee annually. The budget is proposed to start on August 1, 2014 and aims to care for employees' whole being through various benefits and training programs.
The document discusses employee benefits from the perspective of the five W's: who, what, why, where, and when. It covers which employees receive benefits, what types of benefits employers provide, the reasons employers offer benefits, regulatory considerations around benefits, and when benefits kick in. The document also discusses costs of benefits, alternatives to traditional benefits, and ways employers can review and potentially modify their benefits offerings.
Fringe benefits is also known as employee benefits which is provided by the employer to employee additional to the wages, it might in monetary or non monetary terms.
The document discusses compensation management and compensation dimensions. It defines compensation management as attracting and retaining talent through competitive remuneration packages. Compensation includes both monetary pay as well as non-monetary benefits. It classifies compensation dimensions into payment for work, payment for non-working days, income continuation benefits during job loss, disability, retirement, and for spouse/family. It also includes health, accident and liability protection as well as income equivalent payments or perks. The document emphasizes the importance of compensation for motivating employees and increasing organizational effectiveness.
Total rewards service providers slide_share_2014People Matters
With talent taking the centre-stage in CEO’s agenda, it is time that Indian organizations use every tool at their disposal to attract and retain talent as the expectations of employees are at an all-time high. An ideal Total Rewards plan is the perfect blend of tangible and intangible rewards. Traditional reward patterns will not work as the workforce in most organizations is multi-generational. ESOPs, integrated healthcare benefits, work-life balance, non-cash
rewards are some of the rewards that companies can use to engage the employees.
Advantage of T&D for HR function like Compensation Shikha Bhatia
Training and development play a key role in an HR compensation function by supporting each stage of the compensation process.
At the assessment stage, training aids in analyzing the organization and labor market. In design, it helps understand compensation components and variable pay systems. Development requires documenting strategies for all compensation practices. Implementation ensures guidelines are followed to balance organizational and individual needs. Evaluation supports reviewing roles and pay for consistency and making improvements. Overall, training strategically links compensation to performance to plan effective reward programs.
This presentation discusses compensation practices in Bangladeshi organizations, specifically garment factories. It begins with definitions of compensation and its objectives, including attracting and retaining employees. It then outlines total compensation models, different types of pay like wages and bonuses, and factors to consider in compensation strategy like market rates. The presentation finds that while Bangladeshi garment factories have recognized the importance of compensation, practices are outdated and turnover remains high. It concludes compensation will increasingly drive performance but must be implemented sensitively given economic conditions.
Flipkart offers employees a variety of rewards and benefits to attract and retain talent, including:
- F-Lite, which gives extra paid time off to high performers.
- Flexpert program, providing cross-divisional experience.
- Enhanced policies supporting gender transition, same-sex partnerships and fertility.
The document also outlines Flipkart's employee experience from joining through career growth, highlighting orientation, learning opportunities, rewards, and enabling employees to contribute to success. Total rewards include competitive pay, equity, bonuses, development, recognition and work-life balance programs.
C-Suite Snacks Webinar Series: The Talent Wars - Can Benefits Be Your Secret ...Citrin Cooperman
This webinar discusses how companies can use benefits as a secret weapon to win the talent wars. It covers open enrollment and employee engagement strategies like using technology for enrollment, communications, and year-round support. Meeting human capital demands through multi-generational benefits is discussed. Cost containment and trending benefits strategies include risk financing options, chronic condition management, and consortium programs. Trending benefits include mental health, telemedicine, student loan repayment, and more. Questions are taken at the end.
Presenting this set of slides with name - Compensation Package Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirtynine slides. Our tailor made Compensation Package Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Compensation Package Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field
This document discusses innovative new benefits that can help companies attract and retain top talent. It describes benefits focused on health and wellness like wellness programs and virtual doctor consultations. It also discusses education benefits like 529 college savings plans where companies can offer payroll deductions and matching contributions to help employees save for education. The document advocates that these new types of benefits differentiate employers by supporting work-life balance, growth, and shared values. It argues companies that offer benefits focusing on areas like health, education, volunteering, and social responsibility will be attractive employers and have engaged employees.
This document provides 20 retention tools for curbing employee attrition. It summarizes each tool with examples of how companies implement them. The tools include offering competitive compensation and benefits, training managers, defining clear roles and responsibilities, providing career progression opportunities, offering retention bonuses for longevity, assigning a process owner for retention strategies, conducting employee engagement surveys, emphasizing teamwork, and becoming a more paperless organization.
Presenting this set of slides with name - Employee Compensation Planning Powerpoint Presentation Slides. This aptly crafted editable PPT deck contains thirty four slides. Our topic specific Employee Compensation Planning Powerpoint Presentation Slides deck helps devise the topic with a clear approach. We offer a wide range of custom made slides with all sorts of relevant charts and graphs, overviews, topics subtopics templates, and analysis templates. Speculate, discuss, design or demonstrate all the underlying aspects with zero difficulty. This deck also consists creative and professional looking slides of all sorts to achieve the target of a presentation effectively. You can present it individually or as a team working in any company organization.
The document provides an overview of total rewards management. It discusses that total rewards includes all compensation and benefits that employees value in the employment relationship, including pay, benefits, work-life programs, and professional development. It emphasizes that retaining top talent is important to business success and that engaged employees can significantly impact business outcomes like revenues, profits, and growth. The document also covers considerations for re-tuning total rewards programs, such as trends in compensation, benefits, healthcare, private exchanges, and base pay. It stresses that professional development and leadership have a direct impact on retaining critical talent.
The document discusses employee benefits and services. It provides definitions and examples of benefits like paid time off, health insurance, retirement plans. It explains that benefits are used to attract, retain, and motivate employees. The document also covers factors that influence benefit decisions, common types of benefits, and some potential issues with benefits programs.
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2. • A radical compensation mix - comprising between 60% and
40% fixed-to-variable and between 38% and 85% intangible
-to-tangible - is ushering in the Total Rewards era in India
• The age of plain salary increments is long dead, and the last 7 years
have brought rapid transformation in Compensation diversification and
personalization
• A holistic employee perspective has upped spending on
recognition to 52% of benefits budgets and on privileges to
55%, with new-age businesses bringing fun, finance and
wellness together
• From flex-time at Flipkart, recreational games at Snapdeal and
fitness programs at Fitbit, to flex-time at Flipkart, recreational games
at Snapdeal and fitness programs at Fitbit, to ‘Compressed
workweeks’ at Facebook and Elder Care Assistance at Wipro, new-age
companies innovate way better
• As a critical component of Total Rewards, Flexi-benefits are
fast gaining currency thanks to personalization, higher
perceived value and better tax benefits
• While the actual cost of flex-benefits is 10% - 15% of salary
employees perceive them to be adding 42% to their compensation
package, because flex-benefits save substantial tax and potentially
increase take-home pay
• With nil impact of GST on gifts and perquisites, and little
impact on most other components flexi-benefits potentially
increase net income for employees by 28%
• Gifts and perquisites above INR 4,999 are taxed as per the income
tax law and only financial benefits as insurance and travel, among the
many flex-benefits components, attract 12% - 18% GST
KEY
TAKEAWAYS
Trends, Employer
considerations and
Taxation
3. • Sectors employing a bigger pool of mid-level professionals
have a rationalized compensation and rewards structure,
and hierarchical profiling shows up sharp increase in
variable pay higher up the hierarchy
• BFSI, Telecommunications, IT, E-commerce and FMCD/G, belong in
the category of sectors that have rationalized C&B structures;
Healthcare & Pharmaceuticals, Manufacturing and BPO/ITeS have
wider organizational bases and a plethora of options; KPO, Retail,
Media & Entertainment and Travel & Tourism have lean but
innovative structures
• While organizations are taking active measures to retain
critical talent substantial mismatch between employee and
employer expectations at both the talent acquisition and
retention phases diminishes economic value to both
• Employers have an “attraction disconnect”, a lopsided view of employee
expectations during acquisition, and a “retention disconnect”, fairly
appropriate yet diluted understanding during the retention phase;
Employee carry liberal benefits expectations throughout the lifecycle
and have substantially low satisfaction levels on compensation and
benefits
• Organizations need to be honest with their intent, put
earnest effort and prioritize on - aligning rewards with
business obj ectives, communicating effectively and
personalization, in that order
• Compensation and Benefits need to be structured to have a cultural fit,
be personalized, voluntary and convenient, and with the leadership
participating; and avoid a force-fit, with insincere, apathetic and
cumbersome programs that do not walk the talk
KEY
TAKEAWAYS
Organizational, Government
Initiatives and Employee
Satisfaction
4. COMPENSATION TRENDS
the evolution of payout attributes
Pay for Performance
The Emergence of Total Rewards
Employee Value Proposition & emergence
of short-term & long-term variable pay
The rise of non- cash benefits
Flexible rewards program & customized
compensation
2010-11
2011-12
2012-13
2014-15
2016-17
10.60%
10.50%
10.40%
10.30%
10.20%
10.10%
10.00%
9.90%
9.80%
9.70%
2013 2014 2015 2016 2017
10.3%
10.5%
10.4%
10.0%
10.0%
1990s
Low
Cash Benefits
2000s
Medium
Cash Benefits
2010s
High Cash
Valued Benefits
Future
Flexible Benefits
Plain old salary increments are not exciting anymore and so have plateaued over the
last 5 years … As employers take a holistic view of talent engagement compensation
trends have rapidly transformed and Total Rewards have risen in popularity
Total Rewards Strategy: Compensation -> f {Variable Pay; Fixed Pay; Tangibles; Intangibles}
Compensation,
Benefits,
Work-Life,
Performance
& Recognition
Development
& Career Opportunities
Attract
Motivate
Retain
Organizational
Structure,
Business Strategy,
Human Resource
Strategy
Employees
Satisfaction &
Engagement
Business
Performance
& Results
The Total Rewards Model
5. 2016-17
100%
76%
80%
35%
85%
37%
2014-15
100%
72%
76%
41%
85%
34%
2012-13
100%
70%
54%
35%
86%
32%
2011
100%
67%
65%
40%
76%
33%
2010
100%
65%
70%
51%
57%
13%
Benefit Type
Group Medical Insurance
Corporate Floater Prevalence
Facilitate parent's coverage
Parent's coverage @100%
employer sponsored
Room rent restrictions
Co-pay on claims
Benefit Types
COMPENSATION TRENDS
the evolution of health benefits
Government employee
health insurance
Employer and Employee
statutory contribution (EPF)
1950’s
1970’s
Defined benefits (Gratuity)
Rural Schemes:
• Below the poverty line
• Labour health insurance
1980’s
Urban employee
basic medical insurance
scheme (individual mediclaim)
1990’s
Budgetary support
to rural medical
infrastructure
2000’s
Liberalization of
insurance industry:
expansion of group
medical plan to
Corporate India
20082020
Cover for a
majority of the
formally employed
urban population
Introduction of
stand-alone health
insurers to expand
urban & rural schemes
Health / MedicaI
benefits are a
mainstay of India’s
Benefit System; and
employers have
innovated to make
this a very valuable
benefit component ..
.. On the other hand,
the benefits basket
has also expanded
and diverse
components have
gained prominence
6. LTI
18%
30%
37%
41%
STI
27%
18%
16%
20%
Total Fixed Pay
55%
52%
48%
38%
Manufacturing
FMCG/Pharma
Services
IT/ITeS
Pay Mix (%)
LTI
3.0
14.1
15.5
10.8
STI
9.5
11.4
11.3
13.6
Total Fixed Pay
25.6
33.3
36.6
22.4
Manufacturing
FMCG/Pharma
Services
IT/ITeS
CEOs
Compensation (med i an - INR lac per month)
Compensation (C E O v ers u s C X O )
THE STATE OF THE COMPENSATION
AND REWARDS ART profiling hierarchies
Considerations:
Compensation Practices: Fixed pay, Variable pay, Short term incentives , Long term incentives
Work-Life Programs: Workplace flexibility, Paid and unpaid time off, Health and well-being, Caring for dependents, Financial
support & Community involvement
Benefits programs: Insurance, retirement, disability and community involvement types of practices
30.0%20.0%10.0%0.0%
23.6%
22.8%
20.7%
20.4%
15.5%
15.1%
11.3%
11.2%
10.8%
10.6%
Projected (2017-18)
Actual (2016-17)
Avg.
Variable Pay
121086420
Ind
Jr. Mgt
Mid Mgt
Sr. Mgt
CXO
8.9
9.3
9.9
9.4
9.8
10.2
10.6
10.3
10.3
10.7
10.9
11
10.2
10.6
10.7
10.4
10.0
10.3
10.6
9.2
2017 2016 2015
2014
120%100%80%60%40%20%0%
CXO
CEO
Total Fixed Pay Annual Incentive LTI
Salary
Increase
Avg. Increment
by performance
11.0%10.0%9.0%8.0%
Performance
9.1%
9.0%
9.8%
10.3%
10.5%
80%60%40%20%0%
28%
32%
40%
25%
25%
50%
24%
21%
55%
22%
18%
60%
18%
12%
70%
Long Term Inc
Annual Bonus
Fixed
Compensation
Mix
Variable pay and long term incentives gain
more currency as one goes up the hierarchy …
Executive compensation is heavily loaded with
these components; and they comprise almost
half the total compensation, right at the top
32%22%46%
24%19%57%
7. Today
25% - 30%
18% - 20%
10% - 12%
Earlier
18% - 20%
10% - 12%
05% - 08%
Management Levels
Sr. Mgt.
Middle Mgt.
Jr. Mgt.
Variable Trends Pay by Hierarchy
WHAT’S TRENDING Fixed versus Variable,
Cash versus Kind, Tangible versus Intangible
All the way from Tangible through
Emotional, benefits are varied and
suit different employee profiles and
needs ..
.. There is a substantial spread,
today, to choose from
Pay Increase /
Variable Payout by Performance
A B C
26%
12%
130%
100%
6%
70%
Performance Band
% Benefits
Spend
PRIVILEGES
Unlimited Holidays | Sabbaticals
Accommodation | Conveyance
Bonuses
RECOGNITION
Performance based
promotions | Public Recognition
Achiever Awards | Formal Appreciation
55%
52%
Incentives
Bonuses
Theme Events
Sports Activities
Counseling
Unstructured Time
85%
65%
38%
Tangible
[Cash/Kind]
Semi-tangible
[Symbolic]
Intangible
[Emotional]
Compressed workweek | Job Sharing
Modified Retirement | Child Care Assistance |
Elder Care Assistance
Employee Stock Purchase Program | Education
Assistance (For Higher studies) | Service Awards |
Flex time/remote work | Mentoring/development
programs | Give Them A Gift Card | Company swag |
Group Mediclaim / Insurance Scheme | Personal
Accident/Insurance Scheme | Company Leased
Accommodation
8. FLEXI-PAY / FLEXIBLE BENEFIT PLAN
AND TAX IMPLICATIONS [GST and IT]
Flexible Benefits [definition] trade one element of a rewards package for
another
Personalization, Higher Perceived Value
for employees and Lower costs for
employers, and Better Tax Benefits are
why flexi-benefits are becoming
extremely popular
The Benefits most important for Employees
Healthcare Plan
Pay Raise
Performance Bonus
Vacation Time
Maternity, Paternity & Adoption Leave
Professional development or educational benefits
43%
12%
26%
2%
5%
12%
The case for Flexi Benefits
• Should recognize diverse needs
• Should improve relations
• Should make the most of tax breaks
How Flexi is beneficial
• Cost saving
increases take-home
• Value of money
employee decides allocation
• Tax-free benefits
helps not to shed additional lump-sum
tax amount
• Retention
due to personalization
Flexible Benefits Categories
• Tax efficient benefits
• Insurance Benefits
• Health care benefits
• House rent allowance
• Leave travel allowance
• Risk benefits
• Retirement benefits
• Leave benefits
• Family Benefits
• Other Benefits
Perceived Value: nearly
42%
of compensation package
Actual worth: about
10% - 15%
of salary
Cost to Business: up to
25%
of total HR Budget
9. FLEXI-PAY / FLEXIBLE BENEFIT PLAN
AND TAX IMPLICATIONS [GST and IT]
Implication (Employer)
• No withholding tax liability
• No GST implications
• Withholding liability arises
• No GST implications
• Withholding liability arises
• No GST implications
• Withholding liability arises
• No GST implications
Implication (Employee)
Exempt under the
income-tax law
Taxable as perquisite
under the income-tax law
Taxable as perquisite
under the income-tax law
Taxable as perquisite
under the income-tax law
Transaction
Gift below Rs.5,000 given to
employees
Gift exceeding Rs.4,999 but
restricted to Rs.50,000
Perquisites forming part of employment contract
/cost to company & provided to all the employees
Gift exceeding Rs.50,000 given
to employees
Benefits & Taxes
Taxable salary in
Scenario 1
I 450000
I 180000
I 118200
I 0
I 0
I 0
I 0
I 0
I 0
I 0
I 21600
I 769800
I 57820
I 889580
Scenario 1
I 450000
I 360000
I 118200
I 19200
I 0
I 0
I 0
I 0
I 0
I 0
I 0
I 947400
Scenario 2
I 450000
I 360000
I 13600
I 0
I 1200
I 12000
I 32400
I 15000
I 13200
I 50000
I 0
I 947400
Taxable salary in
Scenario 2
I 450000
I 180000
I 13600
I 0
I 0
I 0
I 0
I 0
I 0
I 25000
I 21600
I 690200
I 41900
I 905500
CTC Break-up
Basic Salary
HRA
Special Allowance
Transport Allowance
Education Allowance
Telephone Reimbursement
Fuel & Driver Reimbursement
Medical Reimbursement
Meal / Shopping Coupons
LTA
PF Employee Contribution
Total CTC/Net Taxable Salary
Less: Tax Liability
Net Take home
Taxation implication of Flexi Benefits
No
No
5%
No
No
No
Housing
Meals
Cab Service
Vehicles
Health Care
Other benefits
12-18%
No
No
12-18%
5%
No
Financial Service (Insurance, Investment funds)
Education
Residential accommodation
Business Class air travel
Train Fare
Pension
Application of GST
10. THE STATE OF THE COMPENSATION
AND REWARDS ART profiling sectors
Dearness
Allowance
Performance
Bonus
Travel Leaves Furnishing Paid Vacations
Special
Allowance
Transportation Variable Pay House/Car Loan
Conveyance
Allowance
Commission Basic Salary Housing ESOP
Healthcare & Pharma
Leave
Personal
Health Care
Flexi-time Paid Days Off
Group Mediclaim
Insurance
Performance
based incentives
Personal
Accident
Insurance
ESOP
Provident
Fund
Car Allowance Employee
Referral Bonus
ATM & Concierge
facilities
Gratuity Educational
Benefits
Flexible Salary
Benefits
Maternity
Leave
BPO / ITeS
Leave
Travel & Daily
Allowance
Retirals Sales Incentive
Variable Pay
Employee
Wellbeing
Accident &
Life Insurance
Flexible
Compensation
Structure
Hospitalization
Insurance
Company Car Sign On Bonus
& Retention
Hardship
Allowance
Rewards
Recognition
International
Travel
Assistance
Domestic Travel
Assistance
Relocation
Assistance
Manufacturing
Traditional
organizations
from mature
sectors seem
to offer a
plethora of
options in the
Compensation
& Benefits mix,
to cater to a
broad-based
workforce
11. THE STATE OF THE COMPENSATION
AND REWARDS ART profiling sectors
Superannuation
fund
Salary Allowances
Leave Travel
Allowances
Provident fund Gratuity fund
E - Commerce New economy businesses
have rationalized the
benefits mix by stripping it of
those elements that
employees perceive as
irrelevant
Annual bonus
Personal
Health Care
Car Allowance
Provident
Fund
Maternity
Leave
Paid
vacations
Club
Membership
Transportation
Mobile
Allowances
HRA
Non-monetary
benefits
Travel Leaves
Non-monetary
benefits
BFSI
Medical
Reimbursements
PF/Gratuity
Company
parties
Insurance
(Health & Eye)
Phones/
Laptop
Leaves (Sick,
holiday/personal)
Special
Allowance
Bonus/Short &
Long Term
Incentives
Sales
Incentive
Telecommunication
HRA/LTA/
Conveyance
Clothes
Retirement
Programs
Insurance
Benefits
Retirement
Benefits
Rewards &
Pay-at-risk
Policies
Compensation
Structure &
Related Benefits
Health,
Wellness
& Diversity
Work Pattern,
Redundancy &
Retrenchment
FMCG & FMCD
Company cars Paid Holidays
Employee
Referral Bonus
Club
Memberships
Holiday Homes
Gym
Membership
Free meals Variable Pay
Chauffeur
Assistance
Information Technology
12. THE STATE OF THE COMPENSATION
AND REWARDS ART profiling sectors
Businesses that are seen to be fun
places to work at have rather lean
compensation & benefits structures
KPO
Paid
Vacation
Paid Sick
Leave
Fitness
Membership
Life Insurance
PMI or Private
Medical Insurance
Media & Entertainment
Cheers to Peers:
Peer recognition
Sher of the
Month
Jaldi 5 – New
comer recognition
Travel & Tourism
Higher salaries in
foreign airlines
Packaged
Holidays
Incentives during
tourist peak season
Free travel for employees
and their families
Retail
Core Benefits Health insurance
Medical, Dental
and Vision
Vacation days Paid sick leave
13. HOW THE REWARD VALUE-RETENTION
RELATIONSHIP FARES TODAY
TACTICS
• Pay employees above the labor market
• Provide more incentive/bonus opportunities
• Let key employees know they’re essential to the
business
• Create flextime/telecommuting opportunities
• Create a succession plan to replace key individuals
• Discuss with key employees their future opportunities
within the organization
• Provide cash bonuses for retaining key employees
• Provide meaningful and enriching job designs for key
employees
• Provide key employees with stock options/equity
awards
• Create an extensive benefit package
Acquire
Train
Time
Economic Value
ReturnsInvest
Attraction Disconnect and Retention
Disconnect are the engagement
disruptions that occur during the
talent acquisition and retention
phases, respectively.
1 Base pay / Salary 1
2 Career Adv Opportunity 2
3 Confidence in Leadership 0
4 Job Security 0
5 Length of Commute 0
6 Relationship with Mgr 3
7 Manage Work Related Stress 4
Retention
Disconnect
Attraction
Disconnect
1 Base pay / Salary 2
2 Job Security 7
3 Career Adv Opportunity 1
4 L&D Opportunities 6
5 Challenging Work 3
6 ‘Good Employer’ reputation 4
7 Vacation / Paid Time Off 0
Engage | Recognize | Develop | Lead
Engagement Value
Onboard
• Leadership Accessibility 72.3%
• Accelerated Career Development Opportunities 70.7%
• International Assignments 53.1%
• Discretionary incentive pool 40.3%
• Additional learning & development opportunities 31.4%
• Retention bonuses for a specified period 26.2%
• Discretionary Stock options 20.5%
• Split Salary increase budget 2.1%
72.3% 70.7%
53.1%
40.3%
31.4%
26.2%
20.5%
2.1%
80.0%
70.0%
60.0%
50.0%
40.0%
30.0%
20.0%
10.0%
0.0%
• Employee Ranking • Attribute • Employer Ranking
Mismatch between
employee-employer expectations
adversely affects engagement
14. HOW THE REWARD VALUE-RETENTION
RELATIONSHIP FARES TODAY
The Employee Point of view
Recommendation
Maternity /
Paternity
Benefits,
Performance
Bonus, Stock
Options motivate
55%
Satisfaction
Custom / Flexi
Rewards, Flexi
Work, WFH and
Insurance
68%
Retention
Health /
Wellness,
Financial Benefits
help loyalty for
57%
Engagement
Rewards, Perks,
Paid Time Off
drive
engagement for
61%
Attraction
74%
want benefit
programs to join
Although businesses are able to achieve stated objectives with their current C & B
initiatives, employee satisfaction levels are seen to be poor ..
.. Total Rewards are an imminent need of today’s unsatisfied talent
Compensation Effectiveness
48% 52% 60%
52%
48%
40%
Junior Middle Senior
Compensation Satisfaction
23% 21% 23% 21% 16%
77% 79% 77% 79%
84%
120%
100%
80%
60%
40%
20%
0%
Stock optionsOpportunities
for variable pay
Base rate of payBeing paid
competitively with
the local market
Compensation/
pay overall
Agree Disagree
Benefit Satisfaction
33% 27% 29% 31% 28% 25% 21% 23%
71%
68% 66% 65%
64%
57%
52%
51%
120%
100%
80%
60%
40%
20%
0%
Defined benefit
pension plans
Wellness programsFamily-friendly
benefits, such
as domestic
partnership benefits,
subsidized child care,
scholarships
Defined
contribution plans,
such as 401(k)
and 403(b) plans
Flexibility to
balance life and
work issues
Health care/
medical benefits
Benefits overallPaid time off
15. BEYOND HYPE AND HYPERBOLE
what works and what doesn’t
Employers should not be (seen to be) faking it. Honest intent and earnest effort are a
prerequisite to making C & B strategies work
Fair, Merit based compensation Benefits
Stability
Work/Life Balance
Clear, Honest, Focused communication
with management and team
Respect
Empowerment
Meaningful & Challenging work
Training & Development
Growth Opportunities - Promotion or New Skills
Support
Recognition
No Attraction / Appreciation
Benefit inadequacy (e.g. Insurance)
Lack of Budget Discipline
Inability / Unwillingness
Informal rewards/benefits programs
Gray Areas/Partial Flexibility
10%
20%
30%
40%
Compensation Effectiveness
Human Capital Strategy
Employee Engagement
Talent Attraction
Productivity Increase
Execution
Customization
Effective & Consistent Comm
Align with Biz Objectives
100%
80%
60%
40%
20%
0%
25% 50% 87%
Apathy
Insincerity
Force-fit
All talk –
no walk
Cumbersome
Voluntary
Personalized,
Need-basedCulture-fit
Leadership
Participation
Convenient
The bed rock of Employee Satisfaction
16. WHAT TALENT WANTS
survey across age, qualification, profession and cities
Total Rewards – Indispensable
Elements
87%• Personalized Healthcare / Insurance
62%• Flexi-time / Vacation / Telecommuting
36%• Innovative Rewards
29%• Maternity & Paternity Leave / Child-care
44%• Wellness Programs / Mentoring / Counseling
67%• Career Advancement Opportunities
The desired workplace
Environment
42%• Relaxed / Open plan offices
37%• In-office recreation/gym / Creche
63%• No / Casual dress codes
26%• Sports / Events / Theme parties
55%• Menu options at the party
19%• Coffee / Drinks within arms-length
Preferred Rewards & Recognition
1 Cash rewards for Incentives
2 Appreciation from Management
3 Holidays & Experiences
4 Performance Based Promotions
5 Public recognition of achievements
6 Fair, merit based promotions
Ranking by C&B Options
1 Fair/Competitive Salary
2 Personalized Healthcare Benefits
3 Flexible Hours/WFH Options
4 Rewards & Performance Bonuses
5 Career-oriented Learning Opportunities
6 Short/Long Term Incentives
7 Liberal Leave/Holiday/Vacation Policies
8 Health & Wellness Programs
18. TYPE OF SALARY STRUCTURE
BY INDUSTRY
BROADBANDS
Health & Pharma
Hospitality
TRADITIONAL
Retail
Power & Energy
Agriculture
MARKET-BASED
IT & ITeS
BPO
BFSI
E-commerce
Electronics
OTHER
FMCG
FMCD
Manufacturing & Engineering
NO FORMAL
STRUCTURE
Manufacturing
Textile
Engineering
Automobile
STEP STRUCTURES
Construction & Real Estate
Infrastructure
Based on industry structures, market forces and environmental influences industries
have tailored their salary structures into one of six types
19. COMPENSATION STRUCTURES
IN INDIA
Basic Salary
Special Allow.
Variable Pay
Retirements Benefits
EVOLVED
Basic Salary
Special Allow.
LTA
Medical
Housing
Conveyance
Variable Pay
Retirements Benefits
OPTIMIZED
Basic Salary
Flex. Plan
LTA
Medical
Allowances
Housing
Conveyance
Variable Pay
Retirements Benefits
FLEXIBLE
Basic Salary
COLA/DA
Personal Pay
Special Allow.
LTA
Medical
Edu Allow.
Bonus/Ex-gratia
Housing
Conveyance
Variable Pay
Retirements Benefits
TRADITIONAL
Broadly, C & B strategies fall into one of four types based on their adaptation to market
realities, and the degree to which they have evolved
20. ELEMENTS AND COMPONENTS OF
TOTAL REWARDS
Components of Total Rewards
Elements of Total Rewards
The typical components and the
building blocks of a Total Rewards C
& B strategy
Component – A
Basic Salary
Component – B
Allowances/Reimbursements: SA/HRA/LTA etc.
Component – C
Variable Pay: PLB/AB/Ex-gratia etc.
Component – D
Retirals: PF/Gratuity/Superannuation
Component – E
Valued Perquisites: Company Car / Mobile
Reimbursements / Lunch Sub Allow etc.
Work-Life
Integration
Performance
Management
Talent
Development
Rewards &
Recognition
Compensation
Benefits
16%
16%
16%
16%
36%
21. PREVALENT PRACTICE
PREVALANCE OF VARIABLE PAY PLANS
Team Awards 33.6%
Special recognition awards 59.0%
Functional/Business unit 50.7%
Organisational 62.9%
Individual performance awards 85.6%
LONG TERM INCENTIVE PLAN
percent of the companies have LTI plan 46.4%
percent of these companies extend LTI plans across all levels and rest at select management levels 55.0%
GRATUITY AND SUPERANNUATION POLICY
percent of the companies have superannuation policy 41.7%
percent of these companies manage superannuation fund in-house and rest through third party 60.2%
percent of the companies manage gratuity fund in-house and rest through third party 68.1%
MEDICAL INSURANCE COVERAGE
Employee only 15.7%
Employee & spouse 17.4%
Employee, spouse and dependent children 28.9%
Employee, spouse, dependent children and dependent parents/ inlaws 38.0%
INSURANCE POLICY
percent of the companies have life insurance policy 72.8%
percent of the companies have accident insurance policy 79.6%
percent of the companies have medical insurance policy 100.0%
LEAVE ENCASHMENT POLICY
percent of the companies allow leave encashment during tenure and after separation 39%
percent of the companies allow leave encashment only after separation 61%
CAR POLICY
percent of the companies have company leased and rest have company owned car option 68%
years is the average car replacement period 4-5
22. BEATING THE CONVENTION
what rewards do new age businesses dole out
New-age businesses have arrived
at a relatively better balance of
value and excitement in their
benefits package ..
.. They bring elements of fun,
financial innovation and work-life
balance, together
All the above elements listed in the word-clouds are practices in some of the best start-up unicorns and acclaimed new-age
businesses
CHILD CARE ASSISTANCE
COMPRESSED
WORKWEEK JOB
S H A R I N G
ELDER CARE
ASSISTANCE
M O D I F I E D
RETIREMENT
EDUCATION ASSISTANCE
(FOR HIGHER STUDIES)
GIVE THEM
A GIFT CARD
COMPANY
SWAG
EMPLOYEE
S T O C K
PURCHASE
PROGRAM
CORPORATE
CREDIT CARD
SERVICE AWARDS
RECREATIONALGAMES
F L E X
T I M E /
REMOTE
W O R K
PERSONAL
ACCIDENT /
INSURANCE
S C H E M E
BROAD
BANDING
MENTORING/
DEVELOPMENT
PROGRAMS
FITNESSPROGRAMS
COMPANY LEASED ACCOMMODATION