Total rewards can mean more HR work than you think

Because it is a holistic and “big picture” approach, a total rewards strategy can sometimes appear dauntingly complex
By Liz Wright
|Canadian HR Reporter|Last Updated: 10/06/2003


n organization’s ability to implement total rewards depends upon how people management currently sits. Once you’ve reviewed your compensation strategy you’ll know if HR needs to fundamentally rethink everything from performance reviews and morale to corporate structure.

Traditionally, rewards programs, both monetary and non-monetary, are fragmented into several different categories: pay, benefits, learning and development opportunities, and anything intended to provide work-life balance for employees.