freedom to choose - To ‘Pull’ off the shelf the integrated solutions and tools that they feel are most useful for them, but that also fulfill the defined ‘push’ requirements. th Attention to growing compliment between the individual and the social network using the axis Individual, Collective, Collaboration and Performance The conventional model is that performance stems from one individual and evaluated by one direct boss The evolving model is the social network where performance is more interdependent with an awareness of the individual and ‘conscience’ of the ‘team’ to both contribute and to recognize and calibrate evaluate performance of individuals within the team and the team as a whole. Nestle on the move and ‘Dynamic Rewards’ is a full explanation of this move. Tool Kit: In order to reach this level it is agreed that we need to develop a Total Rewards Embedding Tool kit Tool Kit will be in alignment with all of the above Business Strategy (MBS), HR Key Priorities and C&B Roadmap An understanding of connection and integrated solutions Capability of NiM C&B Managers Communication and transparency Analytics and sound empirical research flexibility/adaption with a strong pull towards evolution and maturity Push and Pull Attention to growing compliment between the individual and the social network Will focus on Working with the Corporate Leadership Council to map out the maturity profile-job success profiles to determine and discovers paths of best practice, and then the connections of Level 3 to Level 5,with initial focus on the emerging markets taking into account all of the major project components of the C&B OMP With a leading communication consultant as a result of a Request for Proposal (RFP) working with developing markets, who understands the white paper specification identified above, and achieve Primary objective of establishing the framework and design of good communication model and how best, without changing anything in benefit design, begin to effectively make known the rewards that each market has and then to work towards an advance state Secondary objective of defining the basic foundational elements, processes and analysis tool from the CLC mapping and their own consulting practice in order to properly present and package them so that emerging markets are on the right path towards establishing and embedding foundational practices for Total Rewards
freedom to choose - To ‘Pull’ off the shelf the integrated solutions and tools that they feel are most useful for them, but that also fulfill the defined ‘push’ requirements. th Attention to growing compliment between the individual and the social network using the axis Individual, Collective, Collaboration and Performance The conventional model is that performance stems from one individual and evaluated by one direct boss The evolving model is the social network where performance is more interdependent with an awareness of the individual and ‘conscience’ of the ‘team’ to both contribute and to recognize and calibrate evaluate performance of individuals within the team and the team as a whole. Nestle on the move and ‘Dynamic Rewards’ is a full explanation of this move. Tool Kit: In order to reach this level it is agreed that we need to develop a Total Rewards Embedding Tool kit Tool Kit will be in alignment with all of the above Business Strategy (MBS), HR Key Priorities and C&B Roadmap An understanding of connection and integrated solutions Capability of NiM C&B Managers Communication and transparency Analytics and sound empirical research flexibility/adaption with a strong pull towards evolution and maturity Push and Pull Attention to growing compliment between the individual and the social network Will focus on Working with the Corporate Leadership Council to map out the maturity profile-job success profiles to determine and discovers paths of best practice, and then the connections of Level 3 to Level 5,with initial focus on the emerging markets taking into account all of the major project components of the C&B OMP With a leading communication consultant as a result of a Request for Proposal (RFP) working with developing markets, who understands the white paper specification identified above, and achieve Primary objective of establishing the framework and design of good communication model and how best, without changing anything in benefit design, begin to effectively make known the rewards that each market has and then to work towards an advance state Secondary objective of defining the basic foundational elements, processes and analysis tool from the CLC mapping and their own consulting practice in order to properly present and package them so that emerging markets are on the right path towards establishing and embedding foundational practices for Total Rewards
White-Paper-Tool-Box-Review-of-Team.docx