Employee relations
Employee relations issues will always exist within any business but may not be formally identified unless there is a trade union recognised or some other formal negotiating structure. However you should always consider employee relations when working on the strategy for pay review. Employee relations issues are often specific to the organisation and need consideration alongside the business issues. However, the following points could be worthy of consideration together with others which are pertinent to you:
* How many bargaining groups are there and how would you plan to manage the review process between them all?
* Are there any bonus or piecework or other performance pay systems that need to be reviewed, or have any fallen into disrepute and need to be replaced?
* Would it be helpful to have a one, two or even three year deal and if so why?
Benefits
Benefits (ie the elements in a reward package other than basic pay) also need to be considered. The following typical questions should be considered, together with those that are appropriate for the business:
* What is the current cost of the benefits package and can this be sustained?
* Do you want to increase benefits and, if so, for which or all groups, or do you wish to reduce benefits and, if so, for which or all groups?
* Do you want to offer some flexibility Paid up members, or Pay as you go. on the benefits package and if so which benefits and for which groups?
* Do you wish to trade additional basic pay for additional benefits, or vice versa?
* Are your current benefits appreciated and desired by your employees, or are you wasting money on benefits which give no value to the individuals? You might like to do a simple survey to ascertain this.
* What does your market research suggest are important benefits to provide, if you are to remain competitive in your labour market/s?
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