Improving motivation and commitment of employees through the design of innovative reward & recognition systems.

Experienced in delivering reward solutions across both public and private sectors, ER Consultants has a strong reputation in the evaluation, design, development and implementation of grading structures, supporting pay systems and enhancing individual performance.

Our unique compensation and analysis system, RewardManager™, supports all aspects of remuneration systems planning, design, and implementation - including modelling new pay structures.  

Click on the links below for details:

Reward Strategy:
Performance related pay & incentive plans:
Job evaluation & job analysis:
Job matching:
Pay / salary surveys:
Pay audits / Equal pay audits & benchmarking:
Pay modelling:
Pay systems design:
Total Reward:

Download a pdf of our Reward offering here:>
 

Reward strategy: Reward strategy is about ensuring that pay and reward supports the achievement of business objectives, reinforce appropriate behaviours, and motivates a high-performing, committed workforce.  Our process and methodology provides a simple, logical and robust framework for developing reward practices, while the rigour of our approach ensures that you are presented with realistic, effective, strategic reward options.

As part of our process we conduct Reward Strategy Workshops with senior managers using the output from our "Dimensions of Reward Strategy Questionnaire".  Analysis of the Questionnaire output provides the basis upon which future reward practices can be developed.

Performance related pay & incentive plans: Maximising people’s performance requires initiative, creative design and effective delivery. Our experience means we’re ideally placed to determine what will deliver success in your organisation and how your people can contribute.

Through analysis and design, we remove the barriers to improved performance, check that proposed rewards are of interest to employees, and ensure that guidance and feedback on performance is achieved.

Job evaluation & Job analysis: Our job evaluation methodology - DBM™ - is not only a simple, cost-effective approach to evaluating roles and designing pay structures, it’s also an effective equality audit tool. The principle underlying DBM™ is that the value of a job should reflect its importance within the organisation and be directly related to the level of decision-making and advising involved.

Job matching: The Key Factor Profile method was developed for matching jobs in pay surveys. It analyses jobs using qualitative and quantitative measures to identify valid matches prior to data collection.

The method involves using benchmark jobs to extract the key aspects significant for matching, such as the tasks, duties and the demands these make on the post-holder.

Pay / salary surveys: Competitive salary levels and reward structures are developed and maintained by closely monitoring the external market and using the data to inform decisions. We conduct bespoke salary surveys and maintain an extensive data warehouse (using RewardManager™) of external pay comparators. Jobs are matched by focussing on the degree of similarity in key tasks and key factors, and checking the level against the benchmark post.

Pay audits: A health check on your reward arrangements provides a valuable insight into the effectiveness of various mechanisms. Our audit tool is concise, links with business drivers and informs as to where enhancements can be made to deliver the desired results.

We undertake equal pay audits, and highlight potential issues.  Our extensive data warehouse provides robust benchmark pay & benefits data.

Pay modelling: Pay structures must be designed with a close eye on the associated costs - cost efficiency and business benefit must both be carefully considered. We use comprehensive computer modelling such as RewardManager™ to determine the financial implications of proposed changes to pay and conditions.  Our analysis provides:

• Fully costed proposals which identify the financial implications of implementing your preferred options, for example to base pay, performance-related elements, allowances and benefits
• Detailed migration costs from current to future pay arrangements

Our financial models offer invaluable detailed analysis, future costing and ‘what if’ scenario planning to aid management decisions.

Pay systems design: Organisations are faced with three key decisions relating to the design framework: How many structures? What type of structures? And how many grades?

There are many objectives associated with the design of a reward structure, and organisations attempt to accommodate as many as practicable within a framework:

• Providing competitive market rates
• Market positioning
• Supporting career and development structures
• Rewarding individual and team performance
• Recruiting and retaining high calibre employees
• Fiscal control of payroll costs
• Equity and consistent application

Using RewardManager™, we develop and assess the options that best support the delivery of your business objectives and that drive cultural change.

Total reward: A total reward solution focuses on how employers attract, retain, and motivate employees to contribute to organisational success using an array of financial and non-financial rewards.

Achieving the right mix of elements and effectively communicating the concept can be complex - and prone to failure if not undertaken properly. Our approach ensures that organisations use financial and non-financial components that are aligned to the reward strategy, which is in turn, aligned to your business strategy.

Relevant articles:

• Reward Factor - more >
• Stars and Water Carriers: Recruiting & Retaining the Best - more >
• Beating the Bean Counters – Managing Rewards Effectively - more >
• Motivating Incentives - more >
• Gimme! Gimme! Gimme! - more >
• Appraisal Time Again - more >

For more information, please contact:
chris.legge@erconsultants.co.uk
or phone +44 (0)1223 315944