The first step to addressing remuneration is to track pay rates for skills in your region and market sector and ensure that you are competitive. Second, pay scales should be established that recognise both hard technical and softer managerial and business skills. Furthermore, it may also be worth adopting bonus schemes on a wider scale that are awarded on successful completion of key projects other than millennium compliance. An important consideration with regard to benefits is that employees are individuals with different needs. In recognition of this, many progressive organisations now offer flexible benefit packages that allow employees to choose from a portfolio of offerings according to their needs.
Training Given current market conditions, many organisations are reluctant to invest in training.
The major fear is that having acquired new in-demand skills employees may leave and enter the contract market or defect to other companies. Yet organisations that do provide training find it a very effective method of retaining existing employees and attracting new recruits. This may often be cheaper than hiring new staff Spanning certified training programmes over two-year periods. This can ensure staff remain with the organisation for a longer period and can ensure a better return on the training investment Assigning mentors to pass on skills and knowledge to new staff Utilising handcuff restraints that require staff to pay back a percentage of their training costs if they leave within a two-year period. However, it may not be appropriate to utilise this policy across the board and it could have a negative effect if used incorrectly.