Strategic Total Rewards

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Creating value through Total Rewards

Our perspective

Maslow's hierarchy of needs

Total rewards

Developing an effective total rewards strategy involves far more than simply finding out what the market is paying and shaping compensation and rewards programs accordingly. Rewards strategy must align with organizational strategy and culture to drive results.

A solid total rewards strategy satisfies the needs identified in Maslow’s hierarchy of needs. This concept refers to the idea that people are motivated by five fundamental needs.

Why do you need a
strategic total rewards program?

Attracting top talent

A total rewards strategy that can potentially satisfy all the employees and helps an organization attract a diverse candidate base and makes the recruitment of new workers faster

Employee satisfaction and employee engagement 

There is a strong potential for high employee satisfaction when employees feel they’re rewarded fairly. It also keeps them engaged

Improved business performance

When your organization can attract and retain talented employees, it is likely to achieve the organizational goals. Engaged, high-performing employees often result in top-performing companies

Employee retention

An effective total rewards strategy stimulates employee wellbeing, engagement, motivation, all of which are key for retaining employees


A total rewards strategy makes organizations more competitive within their industry by incentivizing excellence in performance

The five components
of total rewards


These are packages provided to employees to enhance their physical, emotional, and familial safety, such as health, dental, and leave plans, life insurance, and retirement plans


Employee well-being has become more critical for employers to attract and retain employees. Organizational cultures that value and promote employee well-being may be characterized by providing flexible working time & place or managing employee’s outcomes instead of time in & time out


This refers to pay (base and variable) that employers provide to employees in exchange for skills applied & qualifications earned. Compensation empowers employees to attend to their physiological needs. This includes different types of compensation, such as base pay, variable pay, stock options, and cash bonuses


For some employees, compensation, benefits, and well-being are insufficient to keep them motivated toward excellence in performance and loyalty. People want their achievements to be recognized


Employers who invest in employee development programs are investing in the self-actualization of their employees. These career development initiatives enable employees to advance within the organization

Source: Hay group

Our delivery approach

Starts from business strategy & HR strategy

Assess what you already have in place

Gather employee's feedback

Include the leadership

Identify your priorities

strategy with
values & culture

Keep up with
the trends

Communicate total rewards to employees









Why TalentSite?

Working shoulder-to-shoulder with you during the implementation plan

Our consultants with solid experience in both HR Consulting and in-house HR can work with you and tailor to your organization’s unique needs

We understand clients’ pain points in terms of people's issues

We provide blended coaching journeys

Let us be a part of your success story

Speak with a TalentSite consultant.

Contact us

Contact us

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