Nicolene de Beer, First National Bank
Nicolene de Beer, First National Bank
Nicolene de Beer, First National Bank
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The reward roadmap<br />
<strong>Nicolene</strong> <strong>de</strong> <strong>Beer</strong><br />
Head of Reward, <strong>First</strong> <strong>National</strong> <strong>Bank</strong><br />
<strong>First</strong> <strong>National</strong> <strong>Bank</strong> – a division of <strong>First</strong>Rand <strong>Bank</strong> Limited. An Authorised Financial Services and Credit Provi<strong>de</strong>r (NCRCP20).
Navigating reward in a perpetually<br />
changing organisation
Differentiating<br />
Aligning<br />
Leveragi<br />
ng<br />
Leveraging
Leverage
Levera<br />
Leverage technology<br />
ge<br />
Why?<br />
- Helps to align reward programmes<br />
more efficiently and cost effectively<br />
- Frees you up to do other things<br />
-Automate reporting<br />
- Automate workflow processes<br />
- Help people to help themselves<br />
I<strong>de</strong>as: Recognition programmes, sales incentive<br />
tracking tools, job evaluation systems
Levera<br />
Leverage data<br />
ge<br />
Why?<br />
- Enable you to make more clever<br />
<strong>de</strong>cisions<br />
-Un<strong>de</strong>rstand your workforce and<br />
key workplace trends better<br />
- Dashboards<br />
- Scorecards<br />
- Surveys<br />
I<strong>de</strong>as: Engagement surveys, reward preference<br />
surveys, pay positioning dashboards
Levera<br />
Leverage communication<br />
ge<br />
Why?<br />
Levera<br />
Leverage HR Business Partners<br />
ge<br />
Why?<br />
- They are the foot soldiers<br />
- They are your customers<br />
- Decentralise some reward functions<br />
(i.e. job evaluation and market pricing)<br />
- Education and training<br />
I<strong>de</strong>as: Toolbox HR Portal, Training in Reward,<br />
JIT training, Excel training,
Alignment
Align<br />
Align with Business Strategy<br />
Why?<br />
Achieve greater results<br />
- Align with culture<br />
- Align reward with performance<br />
- Align with HR Strategy<br />
I<strong>de</strong>as: Review your strategy ito pay levels, pay<br />
variability, use of recognition and variable pay
Align<br />
Align with other HR functions<br />
Why?<br />
-Achievement of overall HR and business<br />
strategy<br />
-Link reward with retention objectives<br />
- Align EVP and Total Reward<br />
- Align reward with performance<br />
I<strong>de</strong>as: Wellness and L&D packaged as part of<br />
the total reward offering
Differenti<br />
ate
Differ<br />
Differentiate your rewards<br />
ent<br />
Why?<br />
- More bang for your buck<br />
- Distinguish yourself from competitors<br />
-Through Total Rewards and EVP<br />
- Workforce segments (critical skills, high<br />
potentials, critical roles, etc.)<br />
I<strong>de</strong>as: Pay differentiation, reward choices and<br />
flexing, types of contracts
The only thing standing<br />
between you and your goal<br />
is the b@s#=t story you keep<br />
telling yourself as to why you<br />
can’t achieve it<br />
Felix Baumgartner
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