Reward+and+Remuneration


 * ==Salaries and Fringe Benefits ==

Fringe benefits are compensations made to an employee beyond the regular benefit of being paid for their work. Some fringe benefits are fairly standard, such as offering a few days of sick time or paid vacation time. Others can be significantly greater, and more rare. Key executives in large companies might also enjoy fringe benefits like use of time-share condominiums, paid continuing education, use of a company jet, use of a company credit card, discounted or free health club memberships, and a significant amount of paid vacation.

Most people who work full time in the US could probably not get along without fringe benefits. For example, offering health insurance to employees, where the employer pays part of the insurance is a typical example of fringe benefits. According to the laws in some states, companies of a certain size must offer health insurance with some sharing of payment at least to a full-time employee. Some companies avoid this by employing more part-time workers.


 * = Salary Reviews =

Most employers conduct salary reviews as part of the performance review cycle. This is one of the best opportunities to negotiate for more pay. Startup companies and other employers may offer a salary review after the first three to six months on the job. Many companies believe in separating the performance review from the salary review, because one is an evaluation and the other is a negotiation. But the business world moves so fast that the two discussions are often combined.

In an ideal world, here's what a salary negotiation might look like.
 * Your pay is aligned to your performance.
 * ===You have a task-oriented job description and measurable performance standards. ===
 * At your performance review, you and your employer agree about how well your performance measures up to expectations and how proficient you are in your job.
 * At your salary review, you and your employer agree about the market price for your job.
 * Your salary is set to coincide with your level of proficiency and performance in your job.

[|Your Salary Review] =Current Issues =

Benefit oh the survey
 The recent economical recovery becomes a challenge for company leaders and HR specialists, giving them a hard time deciding the best ways to use a limited remuneration budget being competitive and motivating the best employees. Progressive economical growth causes the expectation change for employers and employees. That is why it is important to know what are other companies planning in the remuneration area. Specific and current market data necessary to make optimal decision is available in Mercer Total Remuneration Survey.

Mercer Total Remuneration Survey (TRS) will help you to accurately evaluate

- The competitiveness of your company in the Lithuanian job market; <span style="font-family: Georgia,serif;">- Internal justice according to the value certain possitions give to the business results; <span style="font-family: Georgia,serif;">- The consistency of our benefit system;

<span style="font-family: Georgia,serif;">WHY SHOULD WE WORK TOGETHER?

<span style="font-family: Georgia,serif;">- Our each client gets the best offer – we listen to your needs and together we find the best decision for a reasonable price. <span style="font-family: Georgia,serif;">- We guarantee total confidenciality of your data. <span style="font-family: Georgia,serif;">- In the Mercer Total Remuneration Survey report we provide you not only with the general market tendencies but also with exact information about each benchmark job according to five remuneration components. <span style="font-family: Georgia,serif;">- The price for the survey report includes all the costs: unlimited access for 3 employees to survey results in internet database Paymonitor for 3 years. They will be able to independently process data analysis in different sections and make comparisons of 10 chosen companies. <span style="font-family: Georgia,serif;">- We provide company competitiveness analysis and position matching services free of charge.



[| Consulteam Baltics] = Practice Useful Language =


 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Vocabulary ==

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 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Speech Functions ==

Teacher will add weekly resources for learning basic grammar. <span style="font-family: Georgia,serif;">nnnnnnnnnnnnnnnnn <span style="font-family: Georgia,serif;">nnnnnnnnnnnnnnnnn
 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Grammar ==

=<span style="background-color: #bdd783; color: #008000; font-family: Verdana,Geneva,sans-serif;">Working with the Media =

Insert here videos related to the topic. Do not forget to present them by writing a brief summary of their contents.

1. Human Resources Management: Pay and Rewards
 * [] **

Here is presented the importance of employee`s payment and it also shows the effects of employee`s non- payment not only for their own person so as for the company itself.

2. Human Resources Basics: Performance and reward **[]**

<span style="font-family: Georgia,serif;">Performance management scares most people but in the end it's all about the 5 R's: Results, Revelation, Regularity, Relationship and Reward. Getting these things right is essential to getting people moving in the right direction and achieving your goals.

3. How to reward employees? []

This video shows the importance of reward. Here are presented some NO COST, LOW COST, OR COST NEUTRAL ways to say //thank you// to employees. This, because it is well known the fact that so many employers do not reward their employees because they see that as a breaking in their budget.

=<span style="background-color: #008aff; font-family: Verdana,Geneva,sans-serif;"><range type="comment" id="68695">Glossary =

Insert here basic vocabulary related to the topic. Make sure you use specialist definitions. <span style="font-family: Georgia,serif;">nnnnnnnnnnnnnnnnn <span style="font-family: Georgia,serif;">nnnnnnnnnnnnnnnnn

=<span style="background-color: #bdd783; color: #000000; font-family: Verdana,Geneva,sans-serif;"><range type="comment" id="710088">References =

[|Bill Coleman], Salary.com contributing writer. [|Peak Performance: Your Salary Review]
 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Books ==

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 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Journal Articles ==

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 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Electronic Sources ==

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 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Images ==

<span style="font-family: Georgia,serif;">see above <span style="font-family: Georgia,serif;">nnnnnnnnnnnnnnnnn
 * ==<span style="font-family: Verdana,Geneva,sans-serif;">Video ==

=<span style="background-color: #bdd783; color: #ff0000; font-family: Verdana,Geneva,sans-serif;">Contributors =


 * Name || Wiki nickname || English level || Contribution ||
 * Abrudan Cristina || Abrudan Cristina || B2 ||  ||
 * Boanca Oana || Boanca Oana || B2 ||  ||
 * Cojocaru Mihaela || Cojocaru Mihaela || B2 ||  ||
 * Sabadas Iulia || Sabadus Iulia || A2-B1 || Vocabulary, Images ||
 * Toma Bianca || Toma Bianca || A2-B1 || Working with the media; Images ||
 * Vovea Dana || Vovea Dana || B2 || Current Issues, Salary Reviews-central unit ||