Organisations are getting better at ensuring their reward programmes meet the needs of the business, but there is still a significant gap when it comes to ensuring that Reward is integrated with all business processes and is supporting the right business outcomes. Reward strategy needs to be more joined up and speak to the priorities for this decade and beyond.

Reward is now broader than it has ever been and it is important to view all aspects as a whole to ensure the optimal balance to manage risk and achieve all synergies possible.

Hewitt's approach to reward is underpinned by our total reward philosophy which considers traditional aspects of reward such as pay and benefits but also the less tangible aspects around learning and development and the working environment — shown to be key issues in the stay or leave decision. Our total reward framework is not a product in itself but a means of thinking through all aspects of reward and is supported by a range of tools and interventions we use to help and guide clients in developing the strategy that will drive success in today's business environment.

In addition, we utilise Reward Risk Analyser™ to assess reward and talent through four lenses of risk — talent, process, financial and litigation. This diagnostic tool helps identify priorities for action by categorising risk as 'red, amber or green (high ,medium or low)'.

For more information contact Martha How via email or phone at +44 (0) 20 7939 4548 or Cheryl Hinman via email or phone at +44 (0) 20 7939 4950.