Total Rewards Strategy Services
Investors’ Review of Organization Rewards
Grahall’s approach to evaluating the alignment of an organization’s reward program with its business strategy focuses on Directors and executive rewards. Proprietary research by the Grahall Research Institute provides the most comprehensive insights into the relationship between organization rewards, performance, and shareholder returns in the marketplace today.
Board of Directors’ Total Rewards
Grahall’s approach to evaluating and designing Board Pay focuses on pay for role and contribution rather than a strictly market- based approach. Our Consultants understand different roles that Boards play in today’s corporate success. We provide effective reviews and pay recommendations to ensure Boards are appropriately rewarded for their contributions to the organization’s success.
Executive Total Rewards
Grahall is a longtime pioneer in transforming executive compensation into performance driven tools to increase shareholder and organizational value. For over 30 years, our Consultants have served clients as independent, outside counsel to Compensation Committees and senior management.
Sales Force Compensation
Grahall applies both qualitative and quantitative analysis to uncover and clarify pay related issues that limit sales productivity. We develop alternative solutions to address the issues, thoroughly model and test each alternative, and provide implementation assistance to help execute a high-impact, new program launch.
Employee Total Rewards
Today’s workforce has dramatically changed and will continue to evolve as a large portion of the workforce moves into retirement and new generations with different needs and desires take over. An organization’s success hinges on selecting and retaining an effective and motivated workforce to achieve desired business goals and objectives. Our Consultants have found that an appropriate total rewards program is required to attract the workforce to the game. Our approach to employee total rewards strategy helps organizations ensure maximum return on rewards investments by focusing on the design and integration of rewards components that motivate appropriate behaviors and attitudes. We take a surgical approach to allocating rewards resources to those areas that add the most value to the organization. Grahall consults with senior executives and human resource management professionals to design and implement fully integrated rewards programs that are strategically linked to their organization’s people and business strategies.
Whether an organization offers a healthcare, disability, defined benefit pension or a defined contribution plan, Grahall Consultants can help determine the right approach to designing, funding, investing and governing the program as well as enhance employee engagement. We take into account the nature of the business, the composition of the workforce and the organization’s goals for benefit adequacy, competitiveness and cost management. Today’s workforce has dramatically changed and will continue to evolve as a large portion of the workforce moves into retirement and new generations with different needs and desires takes over. An organization’s success hinges on selecting and retaining an effective and motivated workforce to achieve desired business goals and objectives. Our Consultants have found that an appropriate total reward (compensation and benefits) program is required to attract the workforce to the game.
Competitive Benefits Review
The complexity, costs and risks associated with employee benefits pose an increasing threat to organization performance. An enterprise-wide strategy for managing benefits gives organizations the framework to develop programs that work in concert to attract and retain top talent in a cost-effective manner — so organizations can offer benefits that give them a competitive edge while meeting the needs of the employees. An enterprise-wide strategy for making thoughtful benefit decisions and managing those benefits provides a framework to meet employee needs at a cost the organization can afford — both today and in the future. Today’s benefits reviews have to be done in a more robust manner than ever. Today’s workforce has dramatically changed and will continue to evolve as a large portion of the workforce moves into retirement and new generations with different needs and desires take over. Retirement, health, life, accident and disability benefits are critical to employee financial security. Employees typically underestimate the value of these benefits. There are many new ways to develop responsive and reasonable benefit programs for employees. Providing an overall balance of administrative costs and risk management is an area where Grahall’s experts can design innovative programs to meet the needs of the workforce and yet provide the confidence that costs will not become unmanageable.
Benchmarking competitors and/or “best in class” organizations in the total rewards area is something that has been generally helpful for decision-making purposes for a long time. The art and science of reconnaissance goes back as long as there was competition for resources. Grahall has developed a process for benchmarking that enables decision-makers to get the most complete picture of competitive practices out of the least amount of information. Benchmarking is more than just collecting data from competitors; information needs to be interpreted and opportunities to create a competitive advantage exploited.