Scribd Logo
Upload

Welcome to Scribd!

  • 21 views

    Rewards Overhaul and Socio-Economic Data

    Uploaded by

    Farhan M
    The document discusses analyzing patterns in rewards and compensation trends over time to identify fundamental changes. It emphasizes looking at ratios, proportions, and percentages to uncover insights. Benchmarking data on attrition rates and reasons for different companies is presented to understand rewards strategies and their impact.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd

    Rewards Overhaul and Socio-Economic Data

    Uploaded by

    Farhan M
    21 views11 pages
    The document discusses analyzing patterns in rewards and compensation trends over time to identify fundamental changes. It emphasizes looking at ratios, proportions, and percentages to uncover insights. Benchmarking data on attrition rates and reasons for different companies is presented to understand rewards strategies and their impact.

    Original Title

    Rewards Overhaul and Socio-economic Data

    Copyright

    © © All Rights Reserved

    Available Formats

    PDF, TXT or read online from Scribd

    Did you find this document useful?

    Is this content inappropriate?

    The document discusses analyzing patterns in rewards and compensation trends over time to identify fundamental changes. It emphasizes looking at ratios, proportions, and percentages to uncover insights. Benchmarking data on attrition rates and reasons for different companies is presented to understand rewards strategies and their impact.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    21 views11 pages

    Rewards Overhaul and Socio-Economic Data

    Uploaded by

    Farhan M
    The document discusses analyzing patterns in rewards and compensation trends over time to identify fundamental changes. It emphasizes looking at ratios, proportions, and percentages to uncover insights. Benchmarking data on attrition rates and reasons for different companies is presented to understand rewards strategies and their impact.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    You are on page 1of 11

    the socio economic

    data, rewards & the


    overhaul

    muhammad talha
    head of human resources & CSR
    lci polyester
    .identify pattern changes
    .prevalent rewards patterns
    .fundamental changes in rewards patterns
    .way forward for businesses
    Connecting the dots to uncover the
    patterns

    .Think in terms of
    ..ratios
    ..multipliers
    ..proportions
    ..percentages

    Significant change represent possibility of a


    fundamental change
    Who they target for benchmarking
    Compensation 1 2 3 4 5 6 7 8 9 10 11 12 Attrition Reason

    Benchmarking 1 26%

    2 19%
    A critical perspective of our
    approach 3 18%

    4 23%

    5 14%

    Company
    6 17%
    57% +
    7 21%

    8 17%

    9 18%

    10 13%

    11 17%

    12 13%
    .what are rewards?
    .why are people interested in this transaction
    .well being
    ..psychological wellbeing
    ..financial wellbeing
    .financial wellbeing
    ..everyday lifestyle - short term obligations
    ..ultimate goals - long term obligations
    .the rewards system natural design
    How much are we able to save ?
    Per Capita Inflation
    Income ($) (%)
    Pakistan India Bangladesh 2,482 9.9

    2,667 4.8
    24.0% 23.5% 23.5%
    23.0%
    22.0%
    1,543 28.2
    22.2%
    21.3%
    20.1% 19.5% 19.0%

    6.0% 5.8% 5.5% 5.3% 5.0%

    2019 2020 2021 2022 2023


    years of savings required to buy the
    two most essential items
    (assuming 25 years as career start age)

    2002 20 3 12

    2022 27 4 4

    2023 45 12

    0 10 20 30 40 50
    House Car Spend at will
    How talent HIGH

    economics fit into Increasing the cost


    doesn’t impact the
    Increasing the cost
    doesn’t impact the
    business economics bottom line bottom line

    BUSINESS AFFORDABILITY
    Variation in talent quality Variation in talent quality
    doesn’t affect business significantly affects
    sustainability business sustainability

    Increasing the cost Increasing the cost


    significantly affects the significantly erodes the
    bottom line bottom line

    Variation in talent quality Variation in talent quality


    doesn’t affect business significantly affects
    sustainability business sustainability
    LOW
    HIGH
    LOW TALENT CRITICALITY
    How talent HIGH

    economics fit into


    business economics

    BUSINESS AFFORDABILITY
    Ensure ultimate financial
    Stay competitive
    wellbeing

    Stay Prudent, yet


    Long term incentives
    “invest” in people who
    Stock Options
    can improve
    Share Appreciation Rights
    sustainability

    LOW

    LOW TALENT CRITICALITY HIGH


    muhammad talha
    head of human resources & CSR
    lci polyester
    linkedin: www.linkedin.com/in/muhammad-talha-digitwiser/

    You might also like