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Consulting
Services
In
today's challenging business environment, the ability to use pay
strategically is more important than ever. The most urgent talent
management priority is to engage a high-performance workforce and make pay
and rewards a powerful link to business success.
Schuster-Zingheim
and Associates, Inc. (SZA) has been in this business for 23 years and has
a proven track record of excellence. We provide advice and assistance
on what is required to create a high-performance workplace, combat the
negatives of entitlement, and engage the best people and tie their efforts
to your business proposition. SZA furnishes your company with an
understanding of how pay and other rewards can most effectively
communicate your business goals and strategies to your workforce. We
are committed to creating fuller knowledge of how best to design
practical, straightforward, and effective reward systems. We help
companies realize the maximum value from their workforce pay and total
rewards.
Total Rewards
Strategies. The
“rules” of workforce engagement have changed. It is essential to focus
on total rewards and build a customized solution for your organization.
Companies face increasingly rapid change and global competition for
business. We help you develop a total rewards strategy that is aligned
with your business and talent strategies, moves your business forward, and
includes a clear communication of the business case for changing rewards.
Variable Pay (Incentives) - Team, Business
Unit, Company-Wide, and Individual. The
business case for variable pay is in—organizations with variable pay for
non-management employees outperform those without variable pay. And
variable pay has been proven to return the best ROI of any human resource
program. Variable pay communicates key goals and rewards the results of
individuals, teams, and/or groups. We can help you select and design
variable pay measures and performance levels based on business and
financial strategy, determine funding and distribution methodologies, and
develop plans that focus people on accelerating the achievement of
business and financial goals
Base Pay (Competency-, Skill-, and
Job-Based and Salary Management). Organizations
need to have the option of paying for jobs or for skills and competencies
to engage the top talent required now and in the future. We are versed in
all solutions and can work with you to match your workforce and business
needs with a base pay solution that is contemporary and easy to understand
and implement. The base pay your workforce receives represents a major
cost of doing business and must generate value-added to the business. We
can help you develop base pay solutions that reward contribution and
value-added to the business, reinforce growth in the workforce's skills
and competencies that your business requires, and reflect the labor
market.
Executive Compensation. We
have never been challenged about our executive compensation work and
recommendations concerning reasonableness and good governance and give
straight opinions. Rewarding leaders who champion excellence is vital to
any company's success. Leaders provide the overall direction and substance
to linking the company's total pay to company objectives. We can help you
develop effective leadership rewards that support your company's long- and
short-term strategies and goals.
Performance Management. Engaging
a talented workforce requires a performance management solution that
communicates goals and priorities and links them to careers, succession
planning and development. Successful companies link people development and
growth to combined measures of individual, team, business unit, and
company performance. Performance management is often the primary vehicle
for communicating skill and competency requirements effectively. We can
help you design performance management solutions that engage people and
managers in the performance management process and align everyone with
business directions.
Sales Compensation.
It
all starts when someone sells something. What are your sales professionals
paid to do? Are they engaged in your company and customers? Sales rewards
can accelerate business and sales success and attract and retain the best
sales professionals possible. The best-performing sales compensation plans
are not based on revenue alone; they go further by stimulating a company's
ability to obtain, satisfy, and retain customers, as well as improve
profit and market share. We can help you identify the role the selling
process plays in the overall business strategy and design base pay and
incentive solutions that support growing your business.
Recognition and Celebration. Recognition
and celebration are much more than movie tickets, trinkets, and lunches
with the boss. Rather, recognition for accomplishments, contributions, and
application of key skill and competence is a powerful element of total
rewards. And celebration of significant successes provides momentum for
continuous success. We can help you develop recognition and celebration
programs that management uses and the workforce finds meaningful
Workforce Involvement. Engagement
and involvement are perhaps two sides of the same coin. An involved
workforce is an engaged workforce providing input and ideas and helping to
deliver powerful business solutions. Involvement is increasingly required
to gain acceptance and create champions for reward and performance
management solutions. The extent to which involvement matches the culture
and goals of your company will determine its role in our work with you
Two-Way
Communications. People become
engaged when the organization listens, responds, and communicates and
accurately. Effective communications are essential to the success of any
pay and performance-management design process. Communications is an
essential ingredient to all our assignments and ensures people understand
how they help their company succeed. We can help you develop
communications strategies, produce materials, train personnel, and
evaluate the effectiveness of your plan
Custom Surveys. Published
surveys often do not provide the current or complete information a company
needs to determine competitive pay in "hot talent" markets. Our
custom surveys go further. We are uniquely skilled in designing
information-gathering strategies that obtain not only pay information but
also the relationships between pay and measures of performance and company
success. Experience has helped us obtain participation and information in
customarily hard-to-survey areas including unusual or nonstandard job,
skill, or competency definitions.
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