Remuneration is a complicated beast. Historically pay was the sole consideration – now HR must increasingly think about the overall ‘package’ offered to employees. And as organisations have a greater role to play in employee wellbeing, HR must define relative values for benefits and ensure that remuneration is consistent across the organisation. Company culture, industry and employee disposition/position also have a part to play – life assurance may, for example, be seen as more valuable for parents.

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