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Unit 7 Assignment.docx FFH's Total Rewards Package Strategy Capella University Intro

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Unit 7 Assignment.docx FFH's Total Rewards Package Strategy Capella University Introduction An organization should have a total rewards strategy that not only combines compensation and benefits but also one that s ...

Unit 7 Assignment.docx FFH's Total Rewards Package Strategy Capella University Introduction An organization should have a total rewards strategy that not only combines compensation and benefits but also one that supports personal growth opportunities such as professional development and additional training. A total rewards program should also be designed to attract both new talent and keep its best employees, by ensuring it offers a competitive rewards program that clearly differentiates from competitors and drives employee productivity and retention. One of the biggest reasons why employees stay with an organization is tied directly with the total compensation or reward program the organization offers. These programs can include professional development, training and performance management that allows employees to develop new skills through education and training, thereby increasing an employees knowledge of and ability to perform their job (Gish, 2016). A total rewards strategy should be tied into achieving the overall organizations performance goals. Reward programs should also provide direct and indirect incentives for employee performance. For FHH, in order to have a high performing and engaged workforce, it needs to ensure its total rewards strategy encompasses packages to attract new talent as well as retain current top performing employees. Components to Include in the Reward Package and being a Market Leader FHH needs to make sure its total rewards strategy and ultimately its . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . .

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