Total Rewards Implementation and Integration

A report by WorldatWork and Mercer

Survey

Total rewards is a term that has now been used by HR professionals for more than 10 years to describe the concept that several employment factors (such as compensation, benefits and worklife amenities) can be strategically applied, in unison, to deliver desired employee attraction, motivation and retention. Although the concept has been adopted in companies across a wide variety of industries and countries around the world, many organizations have chosen to define and implement it in their own way.

Survey Results

Executive Summary

The survey revealed some differences among organizations in terms of total rewards definitions between those who use the terminology:

  • The vast majority (94%) include at least compensation (base salary, incentives and guaranteed payments) and benefits (retirement and medical) in their definition of total rewards.
  • A subset (still a majority of 59%) include compensation, benefits and work-life programs (e.g. flexible working times, options to take extra vacation) in their definition of total rewards.

In aggregate, the survey supports a strong showing for both the words and concept of total rewards. However, when respondents were asked to grade how well their holistic strategy is applied, only one-quarter said they could either “agree” or “strongly agree” that their organization has a truly integrated total rewards approach, despite the fact that the integrated nature of the model is one of its essential elements.

Search by Year

  • 2010
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