Category Archives: News

reward blog is now live at CIPD website http://www.cipd.co.uk/blogs/cipdbloggers/b/reward_blog/archive/2014/05/15/who-is-responsible.aspx  

is now live at Russell HR consulting website https://russellhrconsulting.co.uk/the-hr-headmistress-blog/talent-and-reward-the-times-they-are-a-changin/

Having recently passed the Gregorian New Year and before we start the Chinese New Year of the Horse is the perfect time to shape the year ahead with the benefit of 2013 hindsight. This also coincides with a recent mentoring … Continue reading →

Check out Sylvia’s slides from the Employee Benefits Live 2013 conference on “How to structure the remuneration package “back to basics”- measuring and paying for performance”on the following link  

DO Make sure you put a structure in place, even if it’s a relatively simple one to begin with. DO Identify the things that are really important to your staff – including non-financial benefits – and incorporate them into your … Continue reading →

According to Charles Cotton, Reward Adviser to the CIPD, most organisations still adopt an approach to reward that is “knee-jerk, short-term, reactive rather than actually going out there and saying … what as an organisation do we need or want … Continue reading →

Steve Ball, Head of HR for URENCO UK, speaks to Sylvia Doyle What were you setting out to achieve? Our parent business, URENCO UK, has a long and well-established culture. We were tasked with setting up URENCO ChemPlants. This required … Continue reading →

According to reward consultant Vicky Wright*, sound reward management isn’t just about market pay. It’s about a total employment offer that “attracts and retains the right people and rewards them for achieving a sustainable high-performance organisation”. There’s an understandable tendency … Continue reading →

Balance short- and longer-term thinking If your strategy is purely reactive i.e. matching or exceeding the pay, incentives and benefits of your competitors, ask yourself what effect will this have on your ability to achieve your business goals over the … Continue reading →

Let’s assume that your organisation has completed a training needs analysis, drawn up a talent development strategy, and agreed a budget. Now you are looking to identify training providers and suitable programmes. But before you put any programmes in place, … Continue reading →