Recompensa Total

WorldatWork Total Rewards Model
A Framework for Strategies to Attract, Motivate and Retain Employees

www.worldatwork.org

Dedicated to Knowledge Leadership in Total Rewards
During the past several years, the concept of total rewards has advanced considerably. Practitioners have experienced the power of leveraging multiple factors to attract, motivate and retain talent; high-performingcompanies realize that their proprietary total rewards programs allow them to excel in new ways. At the same time, human resource professionals, consulting firms, service providers and academic institutions have made significant contributions to our understanding of total rewards.

The WorldatWork Total Rewards Model
Reflects the maturity and power of the concept Depicts five elements that,collectively, comprise total rewards Provides the organizational and environmental context in which total rewards strategies and programs exist Articulates the desired outcome of attracting, motivating and retaining satisfied and engaged employees who create business performance and results Demonstrates the dynamic relationship between employees and employers— the employee’s contribution of time,talent and efforts for desired business results.

As the association of the profession, WorldatWork presents this model to:
Represent the profession’s conceptual framework for total rewards Serve as a tool for practitioners to use with management in their own organizations Depict the official WorldatWork model of total rewards Serve as a foundation and guidepost for intellectual capitaldevelopment in the profession Become a tool for academics, consultants and others to support their intellectual capital endeavors.

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www.worldatwork.org/totalrewards

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Total Rewards Strategy

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Leveraging Five Elements to Attract, Motivate, Retain
• Work-Life • Performance and Recognition • Development and Career Opportunities

• Compensation • BenefitsThe Exchange Relationship

Employer provides: Total rewards valued by employees

Employee provides: Time, talent, efforts and results

Context of Total Rewards

• Business st rategy • Organizational culture

• HR strategy • External influences (competition, industry, regulation, etc.)

• Geography (location of workforce)

(See page 5 for model definitions.)

WorldatWork TotalRewards Model

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The Elements of Total Rewards
There are five elements of total rewards, each of which includes programs, practices, elements and dimensions that collectively define an organization’s strategy to attract, motivate and retain employees. These elements are:
Compensation Benefits Work-Life Performance and Recognition Development and Career Opportunities

The elements represent the“tool kit” from which an organization chooses to offer and align a value proposition that creates value for both the organization and the employee.

An effective total rewards strategy results in satisfied, engaged and productive employees, who in turn create desired business performance and results.

The elements, as WorldatWork has defined them, are not mutually exclusive and are notintended to represent the ways that companies organize or deploy programs and elements within them. For instance, performance management may be a compensation-function-driven activity or may be decentralized in line organizations; it can be managed formally or informally. Likewise, recognition could be considered an element of compensation, benefits and work-life.

Context for Total Rewards
TheWorldatWork model recognizes that total rewards operates in the context of overall business strategy, organizational culture and HR strategy. Indeed, a company’s exceptional culture or external brand value may be considered a critical component of the total employment value proposition. The backdrop of the WorldatWork model is a globe, representing the external influences on a business, such as:...