Overview: This Is The Final Assignment In The HR Inbox Serie

Overviewthis Is The Final Assignment In The HR Inbox Series In This Co

This is the final assignment in the HR Inbox series in this course. You will respond to three employee chat messages as an HR professional at ABC company, explaining the purpose and importance of total rewards, differentiating between total rewards and total compensation, and describing HR considerations when designing a total rewards package. Your responses should be written in a tone and format suitable for instant messaging in a business environment, with clear, concise, high-level information presented in small, engaging chunks.

Paper For Above instruction

Employee Message 1: "What is the purpose of total rewards? Why is this important to me?"

Response: Hello! The purpose of a total rewards program is to recognize and motivate employees by offering a comprehensive mix of compensation, benefits, recognition, and development opportunities. It aims to support your overall well-being, job satisfaction, and engagement. Total rewards are important because they show that the company values your contributions and strives to create a positive work environment where you can thrive both professionally and personally. By offering a balanced package, we aim to retain talented employees like you and foster loyalty for long-term success.

Employee Message 2: "What is the difference between total rewards and total compensation?"

Response: Great question! Total compensation refers specifically to the direct monetary pay you receive, such as salary, bonuses, and commissions. Total rewards, on the other hand, include everything in your overall employment experience: benefits like health insurance, retirement plans, work-life balance initiatives, recognition programs, and development opportunities. Essentially, total rewards encompass all the tangible and intangible elements that contribute to your job satisfaction and motivation beyond just salary.

Employee Message 3: "What did HR consider when designing our total rewards package?"

Response: When designing our total rewards package, HR considers several factors: employee needs and preferences, market competitiveness, company goals, legal requirements, and budget constraints. We aim to offer a balanced program that attracts and retains top talent, promotes health and well-being, encourages professional growth, and aligns with our organizational values. Our goal is to create a package that supports your holistic development and satisfaction, ensuring you feel valued and motivated in your role.

References

  • WorldatWork. (2020). Total Rewards Model: Framework and Insights. WorldatWork Journal.
  • Milkovich, G. T., Newman, J. M., & Gerhart, B. (2017). Compensation. McGraw-Hill Education.
  • Society for Human Resource Management (SHRM). (2021). Total Rewards: What HR Needs to Know. SHRM.org.
  • Cascio, W. F., & Boudreau, J. W. (2016). The Search for Global Competitiveness: Compensation and Benefits. Harvard Business Review.
  • Armstrong, M. (2020). Armstrong's Handbook of Human Resource Management Practice. Kogan Page.
  • WorldatWork. (2019). Developing Total Rewards Strategies. WorldatWork Press.
  • Snape, E., Redman, T., & Bamber, G. J. (2017). Strategic Human Resource Management: A Guide to Action. Routledge.
  • Lawler, E. E., & Mohrman, S. A. (2003). Teachers’ Motivation and Rewards in the Public Sector. Public Administration Review.
  • Brown, P., & Hesketh, A. (2004). The Mismanagement of Talent: Use and Abuse of Human Resources in the New Corporate World. Oxford University Press.
  • Wright, P. M., & Snell, S. A. (2005). Strategic reward systems. Human Resource Management, 44(2), 169-174.

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