# data[].attributes.attachment_caption
Stahl, G. K., Bjorkman, I., Farndale, E., Morris, S. S., Paawe, J., Stiles, P., Trevor, J., & Wright, P. (2012). Six principles of effective global talent management. IEEE Engineering Management Review, 44(3), 112–119. https://doi.org/10.1109/emr.2016.7559058 

# data[].attributes.headline
What strategies can organisations use to create a fair and competitive compensation structure that attracts and retains top talent?

# data[].attributes.subject
What strategies can organisations use to create a fair and competitive compensation structure that attracts and retains top talent?

# data[].attributes.body
Building a fair and competitive compensation structure to attract and retain top talent involves a multifaceted approach. Companies should start by conducting thorough market research to understand industry standards and benchmark of salaries and benefits. Equally important is internal equity, ensuring that compensation is fair and equitable across roles and levels within the organisation. Companies should be committed to offering a total rewards package that goes beyond salary, including benefits, perks, and opportunities for career growth. Open and transparent and the value we place on employees is key to attracting and retaining talent who align with their mission and values.

# data[].attributes.headline
How does the design of performance-based incentives and bonuses impact employee motivation and productivity, and what are the best practices in this regard?

# data[].attributes.subject
How does the design of performance-based incentives and bonuses impact employee motivation and productivity, and what are the best practices in this regard?

# data[].attributes.body
Performance-based incentives and bonuses are powerful motivators for employees. Organisations should recognise that these incentives not only reward hard work but also drive productivity and commitment. Organisations should follow best practices by setting clear and achievable performance metrics, providing regular feedback, and linking rewards directly to individual and team achievements. Importantly, cultivate a culture of fairness, ensuring that the distribution of incentives is transparent and based on objective criteria. I believe that when employees see a direct correlation between their efforts and their rewards, it not only motivates them but also fosters a sense of ownership and pride in their work.

# data[].attributes.attachment_caption
Building a Motivational Workplace Culture: Reinventing Compensation | Rebecca Ahmed | TEDxOneonta

# data[].attributes.headline
What considerations should companies take into account when implementing variable pay systems, such as stock options or profit-sharing plans?

# data[].attributes.subject
What considerations should companies take into account when implementing variable pay systems, such as stock options or profit-sharing plans?

# data[].attributes.body
When implementing variable pay systems like stock options or profit-sharing plans, companies should carefully consider the potential benefits and complexities involved. They should aim to align these plans with their  long-term goals and the interests of employees. Transparency is key, and they must ensure that employees fully understand the workings and potential outcomes of these systems. Regular communication and education about the plans are integral to the success of the organisation. Additionally, they must regularly review and adjust these systems to remain competitive and in line with market trends.

# data[].attributes.attachment_link.title
Building a Motivational Workplace Culture: Reinventing Compensation | Rebecca Ahmed | TEDxOneonta

# data[].attributes.headline
How can organisations ensure pay equity and address gender or diversity-related wage gaps within their workforce?

# data[].attributes.subject
How can organisations ensure pay equity and address gender or diversity-related wage gaps within their workforce?

# data[].attributes.body
Ensuring pay equity and addressing wage gaps must be a priority for all organisations. They must conduct regular pay equity audits to identify and rectify disparities, particularly with regard to gender and diversity.  Organisations must be committed to providing equal pay for equal work and value diversity and inclusion as essential components of culture. By implementing unbiased hiring practices, promoting diverse talent to leadership positions, and providing training on unconscious bias, they must actively work to close wage gaps and create a more inclusive and equitable workplace to keep the employees satisfied.

# data[].attributes.headline
What role does employee recognition and non-monetary rewards play in enhancing job satisfaction and overall employee well-being?

# data[].attributes.subject
What role does employee recognition and non-monetary rewards play in enhancing job satisfaction and overall employee well-being?

# data[].attributes.body
Employee recognition and non-monetary rewards must be integral to commitment in of their employee well-being and job satisfaction. Acknowledging and celebrating employees' contributions is vital for their motivation and engagement, and also a variety of recognition programs in place, from peer-to-peer recognition to formal awards, designed to highlight exceptional performance and behaviors that align with the values of the organisation. These programs not only boost morale but also contribute to a positive work environment, fostering a sense of belonging and pride among employees. I understand that a well-rounded approach to rewards, which includes both monetary and non-monetary elements, is essential for nurturing a thriving and fulfilled workforce.