• Working Time.
  Much of the time, there is a mismatch between the availability of staff to do work and the needs of the business to get work done. Unit cost can often be reduced dramatically by getting the match right. The good news is that there is no cost to staff or to the business. Smarter shift patterns that are flexible and are matched to the needs of the business are creating a win-win situation for all those involved.
• Recognition.
  Recognition strategies are a smart and low cost way of getting the best out of people. We can still reward staff despite the downturn.
• Self Managing.
  Give people responsibility rather than attendance hours. We all work best when we are in control.
• Job Grading, Personal Promotion & Performance Pay.
  A formal Job Evaluation scheme is a good way of getting relative pay rates right and maintaining equity. Personal promotions schemes are a fair way of recognising an individuals exceptional development of their role and their competence. Performance pay is a good way of rewarding teams and individuals for achieving results.
• IPC Reward Strategy Links.
  Paper presented at LRC / IPC Conference on HR Strategies for the 21st Century. Click Here.

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