¶ … company and provide an overview of its current situation. Also included will be an analysis of the key internal success factors for the company, based on its past performance, mission, vision and strategy. More than 80% of our staff are at the clerical level, and the case is about the total rewards program that has been designed for those employees.
The second section will focus on an analysis of the problem. The problem manifests in the recruiting process, where candidates evaluate our total rewards package against those of our competitors. We have identified several issues with our total rewards package. It has a high level of hidden costs, such as overtime costs and R&R costs. The total rewards package is also not designed to meet the needs of a business that has a variety of business lines, has a high growth rate, yet it also faces challenges from the external regulatory environment.
There are several facets of this analysis. These include the current total rewards program, the company's strategic objectives and a gap analysis to examine how well the current program meets those strategic objectives. This total rewards program was proposed in December 2012 and the implementation of the program has begun. The positive and negative attributes of this total rewards program will be outlined in this section of the report.
Our analysis takes the company's internal factors and incorporates them into a revised Total Rewards Program. The revised program builds on the original total rewards program, but brings it more in line with the organization's strategic objectives, its culture, and the internal factors. The new Total Rewards Program is therefore outlined, along with an explanation of how it will be more effective in meeting the company's strategic needs and how it is more congruent with the company's objectives than the current program.
