Show notes and useful links
About this podcast
Specialists and practitioners discuss pay strategy and its link to performance. The proper communication of reward plays an important role in how pay and benefits are perceived.
Includes interviews with:
Charles Cotton, Reward Adviser at the Chartered Institute of Personnel and Development.
Pat Zingheim and Jay Schuster, partners in the American pay and reward consultancy Schuster-Zingheim and joint authors of many well-known books on remuneration.
John Purcell, Professor of HRM at the University of Bath’s Management School.
Professor Lord John Layard, Director of the Well-Being Programme at the London School of Economics.
Richard Higginson, now Head of Reward at financial services firm Towry Law. Until January this year he was Director of International Benefits at GlaxoSmithKline (GSK).
Helen Wright, Head of People at iris nation ltd, an independent marketing agency.
John Philpott, Chief Economist at the Chartered Institute of Personnel and Development.
Introduction
Rajan Datar introduces Charles Cotton who gives an overview of the CIPD research findings and discusses the consequences of just raising pay each year.
Interview 1
Interview with Pat Zingheim and Jay Schuster on the right mix of pay. They have some rather different ideas on benefits – both financial and non-financial.
Interview 2
Interview with John Purcell, Professor of HRM at the University of Bath’s School of Management. John disagrees with the previous interviewees mentioning global research which finds that motivation does not only come from pay. He gives one or two examples.
Interview 3
Professor Lord John Layard, director of Well-Being at the London Business School talks about employee engagement versus pay.
Interview 6
Towry Law’s Richard Higginson shows how at his company, bonuses are assessed on both performance and achievement.
Interview 7
The CIPD’s Charles Cotton talks about communicating the reward package.
Interview 8
iris nation's Head of People, Helen Wright, describes an unusual self-evaluating bonus scheme and how it works. Helen finds this method retains motivated and focussed employees.
Interview 9
John Purcell advises on the role of line managers in discussing performance, especially with those employees whose performance falls into the scheme’s middle ranking.
Interview 10
Richard Higginson explains how middle rankings were handled at part of GlaxoSmithKline last year. Although controversial, he felt the outcome was very satisfactory.
Interview 11
The CIPD’s Chief Economist, John Philpott, suggests that in this year’s uncertain climate, it will be highly desirable to communicate adjustments to pay policy in a firm and believable manner.
Related links
Publications
Factsheets and surveys
Article in People Management
Courses