Reward Systems 

Effective reward systems can be an important ingredient in a company’s ability to recruit and retain the right people, as well as to increase their motivation.

What do they include?

  • Base salary
  • Short-term incentives (e.g. bonus for performance)
  • Long-term incentives (e.g. stock option plan)
  • Benefits (e.g. medical programs, pension schemes, cards, cars, etc)

 

Principles of Reward Systems
An Ideal Reward System must ensure:		   KPMG’ s Solutions
Individual equity
Employees’ remuneration must be in line with their contribution to the company
 Effective Performance appraisal system
Internal equity
Job positions must be paid in accordance to their relative value in the company
 Job evaluation (software application)
External competitiveness
Positions' total compensation must be competitive to similar job positions in other companies in the same industry
 Compensation and Benefits Benchmarking
Reward strategy implementation
Employees’ compensation should follow a predefined reward policy
 Company’ s competitive reward strategy


Benefits from using KPMG Reward Solutions

  • Contribute to the company’ s competitive profile in the market
  • Retain best performers and reduce their turnover
  • Increase employees’ motivation
  • Reinforce company’ s reputation as an employer of choice in order to attract high caliber executives

 

Change Management 

Which business opportunities lead to significant changes?

  • Strategic change
  • Change/introduction to new technologies
  • Reorganization
  • Staff reduction
  • Mergers/acquisitions
  • Quality systems

 

Do we need change management?

Changes can affect strategic structures, systems, but mostly human resource. Changes create uncertainty and employers react strongly and unpredictably. Change management can develop and maintain a frame, within which the employers can effectively accept and consolidate changes in their work environment.

  

 

Stock Option Plans 

Objectives of KPMG's stock option plans

  • Contribution to the development of competitive salary packages
  • Constant improvement of employee motivation and performance
  • Alignment of employees’ and shareholders’ interests
  • Balance with the new corporate practices and trends that encourage the participation of employees in the share capital of the company
  • Contribution to the retention of employees and the recruitment of even more competent executives

 

Methodology of KPMG's stock option plans
We design our services taking into consideration the needs of each organization, considering both the potential and limitations of the internal and global legislation. KPMG's project phases are the following: 

  • Conduction of benchmarking exercise with other companies, which have similar structure and operation
    Presentation of different models of benchmarking exercise and feasibility study to assist in the selection process
  • Definition and design of a motivating employee stock option plan
  • Design and implementation of policy
  • Connection of stock option plan with compensation and benefits system
  • Provision of necessary material (e.g. legislative, informative etc) regarding system implementation and communication
  • Design of an effective way of communicating the program
  • Training of employees who will be responsible for the system and holder management
  • Constant advice and support from KPMG Tax and Legal Department

 

Benefits of using KPMG's stock options
Development of a feeling of ownership, which can have positive results both for the company and employee.

 

For the Company

Program customization according to needs and company’s compensation and benefits system

Retention of competent executives and reduction of company’s turnover

Balance of personal and business goals
For Employees

Increase of net salaries on a long term basis

Contact us

Please contact us if you have any questions about KPMG services or any other inquiries.