Tandehill

Compensation Strategy Services

Audit the fairness and effectiveness of pay programs

Develop an Employment Value Proposition

Create a total compensation philosophy

Evaluate the design, level and number of positions in an area

Communicate the value of total compensation

Design total compensation toolkit/resource guides for managers

Survey employees on reward program effectiveness

Tandehill Can Help If...

Your pay programs require a "check-up" to ensure that they continue to support the business objectives.

Employees are too focused on base pay and pay increases and have little appreciation for the total remuneration offering.

The organization requires a rigorous process for determining total pay levels that will be shared with the public.

You need to ensure that culture and intangibles play a role in attracting and retaining people.

Some pay or benefit programs are undervalued or ignored.

The same behavior is being recognized and rewarded through several different reward programs.

DID YOU KNOW?

“We will hire five people to do the work of ten, and pay them like seven.”

- Pay philosophy of a top producer of steel

Perspectives and Capabilities

Downloadable .pdf files

Total Rewards: The Employment Value Proposition - WorldatWork Workspan article by Christine Tande and Brad Hill describing why your organization may be better off thinking through an “Attraction Philosophy” or a “Retention Philosophy” than a “Compensation Philosophy.”

Personal Impact Maps Chart the Course to a Shared Vision - WorldatWork Workspan article by Christine Tande and Brad Hill describing how to motivate and inspire employees by connecting their day-to-day efforts to the organization's vision.

A Two Component Approach to Compensation - Personnel Journal article by Brad Hill suggesting that organizations should reduce their salary increase budgets and increase their incentive pay budgets to better pay for performance.

Your Salary Administration System is Out of Date - HR Magazine article by Brad Hill explaining that responsible pay administration must examine total pay (base pay plus incentives), not just base pay.

THE TANDEHILL DIFFERENCE

We believe a compensation strategy should provide your organization with a competitive advantage, not just describe how you will deliver pay.