1. MANAGEMENT OF REWARD STRATEGY TO DRIVE
SUPERIOR PERFORMANCE
Presentation
01 September 2016
by Raj

2. INDUSTRY BACKGROUND
• Mass Rapid Transit(MRT) Station & Tunnel Construction, Singapore
• Industry: Construction
• Company Size : MNC – 12000+
• Job Functions: Strategic HR Practitioner
• Pay Policy = Hybrid

3. EMPLOYEE VALUE PROPOSITION (EVP)
Our people strategy aims to support the business strategic priorities by attracting, integrating, retaining and developing the people
required to deliver our strategic and business plans. Our people are our greatest Asset.
It is also called Growing with us. This is a framework of 5 key focus areas for the delivery of Human Resources initiatives, which
are required by the business to meet our strategic goals.
We have a range of HR activities underway which this framework brings together under a co-ordinated direction to deliver growth
and people development. HR is responsible for the creation of strategy, systems, process and support whilst the business units
are responsible for the delivery of HR services to their respective business units.
By ensuring that we are all working under the same framework we will avoid inconsistency, overlapping whilst remaining flexible
enough to satisfy our different projects, regions and cultural differences.
In order to
 Attract
 Integrate
 Engage, Motivate & Develop
 Retain
We take EVP as an employee-centric approach by using Conjoint analysis to better understand what benefits does all
employees are in favor of.

4. KEY FEATURES IN ENHANCING & RECOGNISING SUPERIOR PERFORMANCE
• Work-Life Balance
• Open door policy
• Recognition awards
• Awards for innovative ideas
• Challenging projects
• Cross employment
• Job-Sharing
• Monthly Mortgage Assistance
• Points awarded for work excellence which can be used in Flight & Hotel booking,
Additional Insurance, Memberships , etc.,

5. PERFORMANCE MANAGEMENT FRAMEWORK
MANAGE – MONITOR – MEASURE – RECOGNISE
Establish
Performance
Expectations /
Goals – Team &
Individual based
Tools and
Training given
Monitoring
Systematic &
Timely
Performance
Improvement
Points(PIP) &
Problem Solving
Performance
Review,
Appraisal &
feedback
Establish
Recognition &
Reward
Performance
Management
Process

6. ISSUES THAT CAN BE FINE-TUNED FOR FURTHER EXCELLENCE
• Award value should be increased in order to keep it appealing
• Award recipients’should be interviewed by company magazine/newsletter.
• Managers should be constantly trained to engage fairly with employees to avoid favoritism
during Performance Management
• Both the Managers and employee’s should be given ample time for performance
management.

7. TOTAL REWARDS STRATEGY & APPLICATIONS
COMPENSATION
• Hybrid
BENEFITS
•Medical
Insurance
•Medical
Claims
• Transport
allowance
• Employee
Wellness
Programs
WORK-LIFEEFFECTIVENESS
•Flexible work
schedule
•Neighborhood
Child-Care
•Neighborhood
Gym & Sports
facilities
RECOGNITION&AWARDS
•Employee
suggestion
channels
•Performance
Management
•Autonomy
• Trust
TalentDevelopment
•Leadership
•Mentoring/
Coaching
•Promote from
within
• Cross
Employment

8. ALIGNMENT OF TOTAL REWARDS WITH MISSION, VALUES, STRATEGY
Mission / Business Strategy Company Brand Value Align Total Rewards
To generate sustainable returns for
shareholders by delivering projects for our
clients while providing safe, rewarding and
fulfilling careers for our people.
Our mission is supported by four
principles which guide our actions and act
as a common unifying bond across our
operations.
Our Principles are Integrity, Accountability,
Innovation and Delivery. Each of these principles
is underpinned by a continual focus on safety
which is fundamental to our operations.
The Group’s shared principles help us to:
• Provide safe, supportive and positive
workplaces
• Support a united and collaborative culture
where engaged employees are aligned to
achieve superior performance
• Deliver technical excellence and create
efficient, innovative solutions that satisfy our
clients
• Generate sustainable cash-backed profits
which creates value for shareholders
• Build an enviable reputation and the trust of
employees, clients and other stakeholders.
• Business Strategy
• HR Strategy
• Total Rewards
• Compensation
• Work Life Balance
• Company Culture
• Employer Branding
• Performance Management
• Recognition & Awards
• Engagement and Motivation
• Development & Career Opportunities

9. MECHANISMS RELEVANT TO BUSINESS ENVIRONMENT
TAKE CARE OF YOUR EMPLOYEES AND THEY WILL TAKE OF YOUR BUSINESS
 Total Rewards system
Pay for Performance drive superior performance
 Career Development
Career development and Cross employment ensures talented personnel to expand their skills beyond their expertise
 Monthly Mortgage Assistance
Monthly Mortgage assistance relieves a small amount of financial stress for employees who stay longer
 Other Benefits
Gym & Sports memberships help our employees to stay fit and healthy. Neighborhood child care facilities make our
employees feel at ease and closer to their kids while at work.

10. ADVANTAGES OF TOTAL REWARDS
Advantages of Total Rewards:
• Attracts Talents
• Recognise
• Employee’s feel they are valued
• Build brand value
• Retain talents
• Brand ambassador of company’s products
• Sustainable business growth

11. RECOGNITION & REWARD MEASURES – BEST PERFORMERS
Recognition and Reward Measures:
• Valuable talents were identified
• Monetary and Other value added rewards will be awarded
• Talents will be interviewed and article about their success will be published in newsletter
To bridge the gaps between current employee stage to desired performance we follow SWOT methodology
S – Strengths & Skills
W – Weakness
O – Opportunities
T - Tragedy
By measuring Strengths and weakness of each employee, we are able to equip them with necessary skills and training in order to
grab opportunities or handle tragedy as it happens.

12. SUGGESTION ON IMPROVEMENTS
• Global Total rewards system should be implemented
• Employees suggestion channels should be more sophisticated
• Flexibility of rewards system - to be consumed by the employee whenever they wish to do
so
• First preference to employee’s families when it comes to recruitment
• Employee nomination for government or highly recognized agency awards
• Timely and simple way of communication and confirmation of employees’ understanding
• Design benefits to suit millennials and modern generations

13. IMPLEMENTATION ISSUES
• Management/Employee may not support for slow and long term benefits which may not
produce quick results
• Proper , simple and efficient way of communications should be followed
• Address employees who have difficulty in understanding the benefits
• Aligning country culture and benefits implementation
• Efficiency in implementation
• Educate employees who don’t consume any benefits
• Tight work dead line during consumption of benefits
Thank You