Benefits – Health and group benefits, Paid time off to include vacation and sick leave, Retirement, workmen’s compensation, FLMA (1993), HIPPA (1996) Career – Training and Development, Lateral career move, employment stability, performance management, job coaching, mentoring, skill development, education. Work-Life – refers to programs carefully designed to help employees do their job by offering flexible scheduling, telecommuting, childcare programs, etc. ; thus organizations must realize work – life is an integral part of total rewards. I do believe that in order to adequately have all necessary components of a total rewards strategy program a creative team needs to be put in place, this group is necessary to get suggestions, recommendations, ideas by conducting focus groups, surveys and various assessments. Explain the advantages of the total rewards strategy you are proposing and how it might satisfy the employees’ needs. The advantages of a total rewards strategy are at times viewed as a holistic approach because it aligns itself with the business strategy and people strategy; it also encompasses everything employees value in their employment relationship like compensation, benefits, development and the work environment. However, the top five advantages of a total rewards approach is 1) flexibility, the creation of different rewards packages because it needs to be both transactional and relational awards which allows a blended mix of emotional and motivational needs of the employees. 2. Improved Recruitment and Retention, because a work experience should meet the needs of the employees and encourage them to contribute the “extra effort” so the employer can get a better return on investment. 3. Reduced costs of turnover/labor costs as often times the costs of turnover can be a financial downfall which can contribute to low quality service, loss in
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