Line managers are an important link when organizations are designing and implementing rewards decisions. People practice supports these managers to make consistent and appropriate reward judgements. To better understand how people practice guides line managers to make exceptional reward strategies, follow this 8-point review.
How People Practice Supports Line Managers to Make Reward Decisions
1: Training and job evaluation
People practice provides requisite techniques and job evaluation training to line managers. This ensures that every clause in the reward policy is based on objective assessment of responsibilities and employee roles. Training and job evaluation links a reward to the job value, a necessary factor in maintaining equity and fairness.
2: People practice helps line managers to consider individual contributions
Since rewards appreciate individual employee contribution to organizational performance, people practice helps line managers to account for exemplary personal initiatives when making reward judgements.
3: People practice helps line managers to understand organizational approaches to reward
People practice familiarizes line managers with various approaches to organizational reward. There are some technical aspects of reward that are too complex for line managers such as skill-based pay, pay-for-performance, legislative requirements, and job evaluation.
4: Helps line managers to aligning reward judgements with core organizational objectives
Companies must ensure that reward judgments are in line with the overall goals and objectives of the organization. This is a reserve of people practice, and must be handed down to line managers.
5: People practice supports in communicating reward decisions
Another role of people practice is to delegate the duty of communicating reward decisions (and explaining the rationale) to line managers, who pass it to workers. Keeping an open and transparent communication channel helps employees to connect their performance to rewards.
6: Helps in assessing employee performance
The function of line managers in a rewards system is to assess and evaluate employee performance. If they meet and go beyond set goals or project targets, HR determines the level of reward achievers deserve.
7: Guides line managers to apply fairness and equity principles of reward
People practice adheres to fairness and equity regulations while making reward judgments. Line managers ensure rewards are fairly awarded using clear performance and contribution metrics.
8: Line managers dispense C-Suite feedback to smployees
And vice versa. Line managers collect and relay information regarding performance, reward judgements, and the relevance of a rewards strategy to / from the worker.
Summary
Line managers use checks such as surveys, peer reviews, and policy audits to ensure a fair and equitable reward process. A reward strategy should include values, policies, and frameworks that guide line managers on how to make sustainable reward decisions.
Useful Resources
- Line Managers’ Role in Supporting the People Profession (CIPD)