Cultivating a diverse and inclusive workplace takes time, investment and effort. But the reason organisations fail to achieve that goal is because they use the above in the wrong direction.
Author - Simran Oberoi
is Associate Director, Human Capital Analytics at Aon India. She has close to two decades of experience, in HR Advisory, Knowledge Development and Research across areas such as Compensation & Rewards, Diversity & Inclusion, Leadership Development, HR and Tech, across India and Asia Pacific, with leading consulting firms. She has published over 200 articles. She is also a Visiting Faculty for Diversity and Inclusion in the Workplace in various management institutes.
The taxation laws for both the countries are important to understand how their home country income if any in that duration and the new country income are taxed.
In terms of time-frames, the incentive plans can be framed around a single year's performance and paid out in cash.
The metrics that connect up with the pay at risk, should be representative of the business scenario of the present and that anticipated for the future.
Gain deep and comprehensive insights into what different employees value - Our usual strategy of assessing monetary compensation against market benchmarks and applying it based on our pay percentile principles will not apply when we talk about global rewards.
The design of your incentive programs whether short term or long term incentives, is a complex task and one which requires a clear understanding of the business goals, which will then to be clearly developed into individual and team goals.
Finally the component of Long-Term Incentive which though not extremely prevalent in the Indian context is extensively used in Western economies particularly at top leadership levels.
When Diversity is embraced by Business heads, it is Business that has shown HR or people orientation.
HR has the key role of creating a culture that focuses on unified work values that tie in with the organizational vision and not to allow lines to be drawn within the firm which might be detrimental to business.
When the reactive approach is used which means that the organization already has a somewhat diverse workforce, the positive aspects are that the organization can actually do an audit or assessment prior to design
workplace flexibility practices.
People Movement
