Creating a sustainable reward structure

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

Interview with client Steve Ball, Head of HR for URENCO UK

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

Why link reward and talent?

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

Top tips for linking reward and talent

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

Talent development – whose responsibility?

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