Reward is about designing and implementing strategies that ensure workers are rewarded in line with the organisational context and culture, relative to the external market environment.

It requires specific knowledge in a range of specialist areas to be able to create and shape total reward packages. This may include:

  • executive reward
  • international reward
  • pay and benefits modelling.

It’s key to understand the link between reward and performance, both at an individual and organisational level.


'Reward is increasingly vocal; it sends clear messages about what organisations value, what they choose to reward, and not reward, and how this reflects the culture and goals. Reward gets to the heart of the matter, including what employees care about, such as being valued and their career progression, as well as the usual pay and benefits. A few clicks away and potential hires and existing employees can share their experience, which is critical when attracting and engaging the best people in a global marketplace.'

Sylvia Doyle, Director, Reward First® People Consulting


Things to start thinking about

Use these prompts to reflect on your understanding of Reward and uncover areas for future professional development.

  1. When did you last review your organisation’s approach to reward?

  2. What external benchmarking and surveying takes place in the organisation?

  3. Is your approach to executive reward aligned to your organisational culture?

  4. How well does your organisation link reward to performance?

Short course: Reward in Context

Description: This two-day course looks at reward philosophies together with key economic, psychological and motivational theory for the success of reward policy and strategy.

Learn more from CIPD Training

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