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Enabling greater transparency in reward communications

30 Nov 2017 by  Emma Le Grice

Employee perceptions of remuneration and rewards is a topic that is regularly identified as an area to be addressed within organisations and can cause substantial angst among HR practitioners, managers and employees alike. Employees are increasingly seeking clarity around how remuneration packages have been determined and requesting greater transparency around how job roles are benchmarked and remunerated equitably. Indeed the recent Aon Hewitt 2017 Trends in Global Employee Engagement report also highlights this as a key topic, citing 'rewards and recognition' as the top engagement opportunity globally for 2017.

Top-trends-in-global-employee-engagement

In the digital era, employees are becoming increasingly savvy and are accustomed to being able to instantly access any information they need. However when it comes to remuneration, this information is just not  available in some organisations. Information may not be readily accessible, managers may not feel comfortable articulating the concepts – or perhaps they simply don’t have the information themselves. This lack of information can ultimately create a perception of mistrust for employees and contribute to employees becoming frustrated and disengaged.

This trend of increased expectations for transparency will continue to increase, along with greater scrutiny on what is perceived to be fair

So with these growing requirements, how can organisations put the right things in place to become more transparent and ensure that their managers can clearly explain the concepts behind their employee’s remuneration?

Leveraging technology for greater transparency on remuneration

There are a few essentials that should to be in place to in order to facilitate becoming more transparent.  These include:

  • a job framework that is the ‘right fit’ for your organisation
  •  remuneration levels attached to this framework
  • understanding and addressing the outliers
  • clear linkages to other ‘people areas’ such as career development
  • the right tools to enable great communication to occur.

Fortunately, there is technology available which can support with evaluating and benchmarking jobs and remuneration-related information within your organisation.

Aon Hewitt's JobLink™ provides organisations with the technology to enable easy facilitation of job evaluations, using modern, easy-to-understand language. This gives managers a vocabulary (using concepts such as knowledge and application, problem solving, impact and accountability), enabling them to clearly explain concepts on role size to their teams.

data-centre

JobLink™ is linked to Aon Hewitt’s extensive remuneration database and can be effectively implemented in organisations, connecting to other key aspects of the ‘people portfolio’ including, organisational design, career development, succession planning, performance management and reward.

Job-architecture

Start a conversation with us

Aon Hewitt’s consultants can work with you to implement JobLink™ and create a customised, best-fit solution for your organisation.

For further information on how we can create frameworks to enhance perceptions of fairness and transparency in your organisation, get in touch with Aon Hewitt today.
 

Emma Le Grice

Emma leads the New Zealand Reward Consulting Business. She has over 15 years' experience in performance and reward, remuneration, HR systems and generalist human resources in NZ, Australia and the UK. Emma has gained her experience working in diverse organisations ranging from both medium-sized local to large multinational organisations, and a variety of industries, including; information technology, property, professional services, hospitality and aviation.

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