Dear Reader

First off, I hope you’re enjoying your new format Labour Bulletin as much as the writers are enjoying sharing their expertise with you.

We all know how important our salaries are. That pay cheque in our bank account each month means we can pay our bills and hopefully have a bit of fun too. It’s important not to forget how useful a tool your salaries and benefits can be in showing employees how valuable they are to your organisation.

But...it’s not as simple as: big salary = hard work and loyalty! If you’re a forward-thinking organisation, you need the salary and compensation philosophy to match. This includes ‘quality of work-life’ rewards.

6 examples of quality of work-life rewards

• A once-off bonus if the employee achieves a goal or outcome
• A smaller type of “thank you” reward (such as a gift voucher or time off) for contributions above the call of duty, which increase the chance of the  organisation achieving its overall goals
• Other benefits such as paid legal assistance, educational assistance and other forms of assisting employees to cover the costs of expensive life-related happenings

What are the other three? Find out in chapter S11: Salary and compensation for forward thinking organisations in your new Practical Guide to Human Resources Management update, which is on its way to you as we speak.

If you’re not a subscriber already...have a look here.

Until next month...

Sarah-Jane Bosch

Managing Editor