...Joseph Sobieralski; Sarah Hubbard Purpose This paper aims to draw on a national study of US airports to offer practical insights on total rewards as a workforce strategy, with lessons that transfer directly to any employer navigating budget constraints, workforce diversity and changing labor...

.../methodology/approach This is a how-to method approach that helps companies to convert nonpecuniary benefits of flexible work arrangements into monetary terms. Findings Initially, the authors discover a way to translate the nonpecuniary benefits of flexible work arrangements into monetary rewards...

... management Culture Employee engagement Engagement Human capital Rewards Paul White can be contacted at: paul@drpaulwhite.com © Emerald Publishing Limited 2023 Emerald Publishing Limited Licensed re-use rights only After the open-ended responses were coded for the primary language...

... and White, 2019). Prior research was conducted to find the most commonly identified desired actions within general workplace settings (Hamrick and White, 2020). Human Resource Management Leadership Engagement Talent management Human Capital Rewards Prior research and practical experience...

... Leadership Human capital Rewards Organizational leaders and human resource (HR) professionals affirm that to have (and keep) an effective workforce, knowing and understanding your employees is critical. Age often is considered an important proxy for social experiences, attitudes or beliefs that cannot...

...Paul White; Natalie Hamrick Purpose Businesses are spending billions of dollars on recognition rewards with the intent of boosting employee engagement, job satisfaction, and ultimately, their bottom line. However, employee engagement is at an all-time low. The purpose of this study was designed...

... also rewarding employees and enhancing the team’s engagement. Because motivation is the key to the success of talent, exploring ways to motivate employees and teams has been at the forefront of behavioral research. This article focuses on the combination of three approaches: the use of an improved...

...Susan Kuczmarski; Thomas Kuczmarski Purpose The purpose of our research is to explore how rewards serve to fuel a collaborative culture, energize and motivate team members and nurture innovation. Design/methodology/approach In total, 30 in-depth, qualitative interviews were conducted...

...Cameron Smith Purpose How to keep employees engaged, rewarded and retained to improve the end-user and customer experience. Design/methodology/approach This study provides practical advice on how a business can attract, recruit, retain and develop talented employees to improve customer service...

... practical recommendations are outlined for trainers working in regulated industries. These include suggestions such as the need for situation awareness in the design of the training strategy, co-creation in training, the benefit of linking training to reward systems, training accreditation and the benefit...

... performance. There is no longer an opt out of the technology conversation”. Originality/value This paper is an essential reading for HR professionals and employers looking to use their reward and employee benefits strategies to recruit and retain the best talent. Nicky Dunderdale can be contacted...

... the monetary side of their reward package to increase – not purely through higher base pay, but via bonuses or other performance-related mechanisms. But – and here is where heads of reward and HRDs arguably need to take note – while employees might demand more cash, are businesses really able to demonstrate...

... amount, if the full discount choices are made. Michael Armstrong, the distinguished HR writer and author of Armstrong’s Handbook of Human Resource Management, places benefits firmly in the financial rewards section of his overall analysis of total rewards (Figure 1). Figure 1...

... Productivity Employee engagement Rewards Nearly 30 per cent of adults nationwide are obese, 18 per cent smoke cigarettes and 23 per cent are not getting enough physical activity, according to the 2015 America’s Health Rankings® Annual Report[ 1 ]. In recent years, the nation has shown...

... Performance Human resource management Leadership Behaviour Neuroscience Rewards Business is fundamentally about money and about people. Human resource (HR) has the primary role in understanding, attracting, developing, retaining, the people we need to run and grow our businesses and about...

...Shelley Row Purpose The purpose of this paper is for employers to learn how to make performance reviews of the employees more efficient and effective. Findings For performance reviews to be effective, they must be conducted in a manner that activates reward responses in the brain and supports...

...Sarah Lardner Purpose – Operating in an increasingly complex and competitive market, Gemserv’s prime objective in reviewing its reward and benefits strategy was to help attract, engage and retain key staff. They wanted to achieve this by having a better understanding of employees needs...

...Ali Gill A changing and increasingly complex corporate telecoms market made retention and development a top priority at O2. Ali Gill, co‐founding director of talent management consultancy Get feedback, explains how O2 addressed this challenge with a complete overhaul of its rewards system...

...Andy Street Andy Street, director of personnel at John Lewis Partnership reveals how his company’s unique organizational structure affects its unusual approach to employee rewards and truly reflects the cultural values of the company. © Emerald Group Publishing Limited 2006 HR Rewards...

...Paul Bissell Paul Bissell, senior rewards manager at Nationwide Building Society, explains how a multiphased approach to launching online rewards has already resulted in the company’s most successful flexible benefits enrolment. © Emerald Group Publishing Limited 2005 HR rewards...