The findings from e-reward's research programme are published in a series of research reports, launched in June 2002 - a collection of case studies, surveys and toolkits on contemporary reward issues.
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In this case study, we see how a company which has inherited legacy terms and conditions has used total reward as a means of harmonising pay and flexing benefits, with the full co-operation and participation of the recognised trade union in a "non-negotiated voluntary process".
Centric Business Services has adopted a holistic approach to reward, whereby the financial benefits of base and variable pay and benefits are combined with the non-financial benefits of recognition, job families, training and development and an enhanced quality of working life.
Issue - 30
Pages - 20
Type - Case Study
Date - 01/02/2005
Update on the Regulation of Pay in Financial Services
Pay in the financial services sector continues to provide ample material for the media, with high-profile bank executives seemingly queuing up to waive their bonuses, whether out of a sense of honour or necessity. Generally bankers’ bonuses, af...