Motivating and Rewarding Employees

Motivating and Rewarding Employees

Trends in Employee Benefits, Reward Strategies, Employer Objectives, Employee Objectives, and Developing Pay Structures are key aspects of effective compensation and benefits management.

These areas focus on aligning rewards with business objectives, attracting and retaining talent, motivating employees, and structuring pay systems based on market trends and job evaluations.

The programme content has been designed specifically for people working in non-financial roles. This programme is not strictly for managers. Any employee whose role involves financial responsibilities or input into financial processes/reviews would benefit from understanding the key financial concepts covered in this course. This course can be adapted to suit all levels, roles and needs.

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Programme Structure

Motivational aspects in compensation and benefits aim to inspire and engage employees, aligning rewards with achievements and fostering motivation. These strategies drive employee commitment, productivity, and contribute to organizational success.

Motivation refers to the internal drive and desire that individuals have to achieve their goals and meet their needs. It is the force that compels people to take action, exert effort, and persist in their endeavors. Motivation plays a crucial role in influencing behavior, performance, and the overall satisfaction of individuals in the workplace.

Motivation theories are essential for understanding and influencing human behavior at work. They provide insights into what drives individuals and offer guidance for enhancing performance and satisfaction. By applying these theories, organizations can improve employee engagement and productivity. Integrating motivation theory into practice leads to a motivated workforce and positive outcomes for individuals and the organization.

Incentives and rewards play a crucial role in motivating employees and driving their performance. Different types of incentives and rewards can be used to recognize and reinforce desired behaviors. These include financial incentives such as bonuses and commissions, non-financial incentives like recognition and praise, and intrinsic rewards such as opportunities for growth and development. Implementing a well-rounded incentive and reward system can contribute to employee engagement, productivity, and overall organizational success.

Competence-related pay is a reward system that links employees’ pay to their level of competence or skills. It focuses on rewarding employees based on their ability to perform specific tasks or roles effectively. By aligning pay with competence, organizations aim to encourage employees to enhance their skills, improve performance, and achieve higher levels of expertise. Competence-related pay can be an effective tool for attracting and retaining talented employees, promoting continuous learning, and fostering a culture of skill development within the organization.

Corporate reputation refers to how a company is perceived by stakeholders and the general public. It includes aspects such as ethics, social responsibility, and product quality. A positive reputation helps build trust, attract customers, and enhance employee morale. Managing and improving reputation is crucial for sustained business success.

Developing pay structures involves creating a fair and competitive compensation system based on job evaluation, market trends, and internal relativities. The aim is to attract, retain, and motivate employees while aligning with organizational objectives.

Learning Outcomes 

  • Evolving trends in employee benefits: less focus on tax avoidance, simplified packages, individualized needs, and increased choice.

  • Importance of aligning reward strategies with business objectives to encourage employee contribution and improve service quality.

  • Steps in developing a reward strategy: stating intentions, clarifying aims, demonstrating benefits, and specifying guiding values.

  • Employer objectives: attracting and retaining staff through attractive packages, motivating employees, driving change, and maintaining corporate reputation.

  • Consideration of affordability as a constraint in reward strategies and the fluctuating financial performance of the company.

  • Employee objectives beyond monetary rewards: maximizing earnings while minimizing effort, with different wage structures and payment systems.

  • Developing pay structures based on job evaluation, industry standards, and competitive market rates to establish fair and competitive compensation levels.

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Start Date
February 2024		 Study Mode
Campus		 Certification
Motivating and Rewarding Employees		 Learning Time
3 Weeks		 Price
£945
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Start Date
Flexible		 Study Mode
Online		 Certification
Motivating and Rewarding Employees		 Learning Time
3 Months		 Price
£630
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Why Get Certified

Upon successful completion of the Strategic Marketing programme, you’ll earn a certificate of completion from the London School of Business.

Getting certified shows employers that you have a clear understanding of the core concepts of Marketing. You can also add the qualification to your CV, and easily upload it to your LinkedIn profile.

Becoming certified shows you have strong marketing skills and that you’re motivated to learn: two essential qualities in the workplace. Demonstrating these qualities can help improve your chances of finding the job you want.

Improving your marketing skills can help you find a job, get promoted, or start a whole new career.

Student Support

We encourage you to make full use of all of the support services and facilities available to ensure you have the best possible experience during your time at the School.

Personal tutors can help you with a range of issues affecting your studies, as well as tell you about other University support available.

If you think your circumstances might affect your academic achievement, it’s a good idea to talk to your programme tutor about your situation. They can help you manage your workload and, if necessary, explain the rules about extenuating circumstances for assignments.

LSB offers additional specialist support for all students to develop skills that enhance your employability prospects and support your studies.

Our extensive careers service supports you throughout your time at School to ensure that when you complete the programme, you are well-prepared for the world of work.

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Trainers have assessed annually on the quality of their delivery and delegate engagement.

Practical Training

Theory and practical based training to take back to the office which leads you more.

Small Class Sizes

No more than 15 people to ensure you get the most from our trainers.

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Please contact us on +44 (0)20 3305 8124 or send us an email to exed@lsbuk.com to discuss your requirements and obtain an application form.

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At London School of Business (LSB) we nurture leaders. “Building Leaders for Business” forms the essence of our existence. We are redefining how businesses operate in London and the rest of the world.

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