Rewards Statement And Communication Plan: Need To Turn A B

REWARDS STATEMENT AND COMMUNICATION PLAN 1 NEED TO TURN A B INTO AN A

Thank you for your deliverable 5 assignment submission. The table you included provided a nice summary of the total rewards for employees. I also enjoyed reading your communication plan and associated responsibilities. There were a couple of key points missing that I recommend you revise. Please see the specific feedback below.

For example, there was not a section to address the rubric requirement of significant dates. The only thing mentioned regarding timing was that someone must be a full-time employee for 12 months to be eligible for PTO benefits. Think about this from a project plan perspective. Who are the key stakeholders? How should the messaging be communicated?

Are you conducting information sessions, webinars, sending out emails or infographics? This should all be part of your communication plan. Additionally, what is the cadence of the messaging? Lastly, I encourage you to use more relevant, scholarly references. What you have provided thus far is a good start, but I encourage you to expand upon this assignment submission.

You have been awarded an overall score of 3 for this assignment. I encourage you to revise and resubmit based upon the feedback give. The rubric is below for your reference. Score 4: Strongly described base salary using thorough example(s) in a well- crafted total rewards statement. Thank you for providing this example in your rewards statement.

Score 4: Strongly explained bonuses using thorough example(s) in a well- crafted total rewards statement. You created a line item to address bonuses in the rewards statement. Score 4: Strongly detailed vacation, paid time off, other forms of paid leave using thorough example(s) in a well- crafted total rewards statement. You identified these areas in the statement by creating clear categories. Score 4: Strongly discussed mandated benefits using thorough example(s) in a well- crafted total rewards statement template.

Thank you for addressing these benefits. Score 4: Strongly summarized employer contributions to a 401(k) retirement account using thorough example(s) in a well- crafted total rewards statement. I appreciate that you accounted for the retirement account information. Score 4: Strongly indicated job-related training to improve employee engagement and motivation using thorough example(s) in a well- crafted total rewards statement. The financials associated with job related training were included in the statement.

Score 4: Strongly listed at least three other discretionary benefits using thorough example(s) in a well- crafted total rewards statement. Thank you for identifying other discretionary benefits. Score 4: Strongly illustrated the communication channel using thorough example(s) in a well- crafted communication plan. You identified who is included in the communication channel by presenting this information in your embeded table. Score 4: Strongly assigned responsibility for who in the organization will communicate the launch of this initiative using thorough example(s) in a well- crafted communication plan.

Thank you for identifying the HR contact as being responsible for the transmission of the information. Score 4: Strongly generated key messaging to be used in the communication to generate employee engagement and motivation using thorough example(s) in a well- crafted communication plan. I appreciate that you identified this informaiton in your chart. Score 3: Designed the project plan for issuing total rewards statements (i.e., significant dates in the plan), clear example provided. A discussion about significant dates, etc. was not provided.

The only thing mentioned regarding timing was that someone must be a full-time employee for 12 months to be eligible for PTO benefits. Think about this from a project plan perspective. Who are the key stakeholders? How should the messaging be communicated? Are you conducting information sessions, webinars, sending out emails or infographics? This should all be part of your communication plan. Additionally, what is the cadence of the messaging? Score 4: Used and relied on all credible sources in a well- crafted total rewards statement and communication plan. This is a good start, but I encourage you to conduct more scholarly research in order to support your writing.

Paper For Above instruction

The task involves creating a comprehensive total rewards statement and an effective communication plan tailored for employees within an organization. The rewards statement should clearly articulate the various components of employee compensation, including base salary, bonuses, paid time off, mandated benefits, retirement contributions, and discretionary benefits. The communication plan must operationalize the dissemination of this information, specifying key dates, targeted audiences, communication channels, responsibilities, and messaging strategies to enhance employee engagement and understanding.

Developing a total rewards statement begins with an accurate and transparent presentation of the employee’s total compensation package. For example, as shown in the provided sample, the statement details the employee’s earnings, including salary, bonuses, and benefits, alongside the complete value of their benefits package. Clarity in enumerating each element—such as mandated benefits like medical insurance and life coverage, retirement plans like 401(k) contributions, and discretionary perks—is essential for fostering transparency and appreciation. This comprehensive overview not only informs employees about their current compensation but also enables them to see the potential future value of their benefits as their service and earnings grow (Riaz et al., 2018). To enhance credibility, scholarly references should support this content, citing authoritative sources on total rewards management and employee motivation.

The communication plan is equally vital, ensuring that employees are well-informed and engaged through strategic messaging. It should specify the timing and frequency of messages, utilizing multiple channels such as webinars, emails, infographics, and staff meetings. For example, an initial launch could be communicated via an in-person or virtual town hall, followed by periodic email updates and social media posts to reinforce key points. Responsibilities among HR staff and managers need to be clearly delineated, ensuring consistent messaging and accountability (Rossmann, 2019). The plan should incorporate significant dates—such as the rollout timeline, deadlines for feedback, and review periods—to manage expectations and facilitate smooth implementation. Furthermore, the content of the messages must be motivational, emphasizing the organization’s commitment to employee wellbeing and growth, thereby fostering engagement and loyalty.

Effective communication also involves understanding the target audiences—particularly different employee segments such as new hires, long-term staff, or remote workers—and customizing messages accordingly. For example, new employees might need a detailed briefing about their benefits, while long-term employees may benefit more from updates on retirement plans or discretionary perks. The responsibility for delivering messages should be assigned to designated personnel, such as HR representatives or team leaders, who are trained to convey the information clearly and empathetically, building trust and transparency.

In conclusion, a comprehensive total rewards statement combined with a well-structured communication plan plays a crucial role in organizational success by enhancing employee understanding and motivation. The rewards statement should be thorough, accurate, and linked to scholarly best practices, while the communication plan needs to be strategic, timely, and multi-channel. Incorporating feedback mechanisms and setting clear responsibilities and timelines will further improve the effectiveness of this initiative, ultimately fostering a motivated and engaged workforce (Mangematin, Ravarini, & Sharkey Scott, 2017).

References

  • Riaz, H., Akhtar, C., & Aslam, R. (2018). Total rewards and employee performance: Investigating the mediating role of employee motivation in telecom sector. Pakistan Administrative Review, 2(3).
  • Rossmann, D. (2019). Creating an organizationally embedded strategic communication plan for libraries. Library Leadership & Management, 33(2), 1-17.
  • Mangematin, Vincent, Ravarini, Aurelio M., & Sharkey Scott, Pamela. (2017). Practitioner insights in business models and future directions. Retrieved from [appropriate scholarly source]
  • Center for Disease Control and Prevention. (2021). Older Adults. Retrieved from https://www.cdc.gov/aging
  • EcoMarlt. (2021). Wireless WiFi Earwax Extractor. Retrieved from https://www.ecomarlt.com
  • Eko. (2021). Eko health Bluetooth stethoscope. Retrieved from https://www.ekohealth.com
  • Amazon Prime. (2021). Benefits of Amazon Prime Membership. Retrieved from https://www.amazon.com/prime
  • Glionna, John. (2020). Health crisis looming inside a health crisis: People are avoiding going to the doctor. Retrieved from [publication source]
  • Additional scholarly articles relevant to employee rewards and communication strategies should be included here.

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