Value Chain : Reward and Recognize Talent
The Reward and Recognize Talent value chain encompasses a comprehensive set of processes designed to manage compensation, variable pay, benefits, and recognition programs within an organization. These processes can be grouped into four main categories:
Salary Review
Budgeting and Preparation
The salary review process begins with determining and approving budgets (MHR-90-10-10). This is followed by preparing the compensation framework and guidelines, and setting up the system for planning managers to use (MHR-90-10-20).
Execution and Communication
Once preparations are complete, the salary review is executed. This involves consolidating and approving the reviews, and communicating the results to employees (MHR-90-10-30).
Short-Term Incentives (STI)
Plan Design and Setup
The process starts with designing and setting up short-term incentive plans, which are then approved and assigned to employees (MHR-90-20-10).
Forecasting and Calculation
Periodic forecasting of STI payments is conducted (MHR-90-20-20), followed by the calculation, approval, and communication of these payments (MHR-90-20-30).
Long-Term Incentives (LTI)
Budgeting and Preparation
Similar to the salary review process, LTI review begins with budget determination and approval (MHR-90-30-10). This is followed by preparing the compensation framework and guidelines, and setting up the system for planning managers (MHR-90-30-20).
Execution
The LTI review is then executed, consolidated, and approved (MHR-90-30-30).
Award Programs
Design and Setup
This process involves setting up peer recognition programs in SuccessFactors (MHR-90-40-10).
Nomination and Communication
The final step includes nominating, approving, and activating peer recognitions. It also covers the automated generation of rewards for employee milestones or life events (MHR-90-40-20).
These processes collectively form a comprehensive system for managing various aspects of employee compensation and recognition. They ensure that organizations can effectively reward and recognize talent through structured, fair, and transparent methods.
User stories for Employee
User Story ID | Persona | Requirement (What) | Value (Why) |
EUS_01 | As an employee | I can view my current compensation details | So that I can understand my total rewards package |
EUS_02 | As an employee | I can access my compensation history | So that I can track my salary progression over time |
EUS_03 | As an employee | I can view my annual compensation statement | So that I can see a breakdown of my salary, bonuses, and benefits |
EUS_04 | As an employee | I can compare my salary to the pay range for my position | So that I can understand my position within the salary band |
EUS_05 | As an employee | I can receive notifications when my compensation is updated | So that I'm aware of any changes to my pay |
EUS_06 | As an employee | I can view my potential bonus or variable pay amounts | So that I can understand my performance-based compensation |
EUS_07 | As an employee | I can access information about my long-term incentives | So that I can track my equity compensation |
EUS_08 | As an employee | I can see how my compensation aligns with my performance rating | So that I can understand the link between my performance and rewards |
EUS_09 | As an employee | I can view a breakdown of my total rewards package | So that I can appreciate the full value of my compensation |
EUS_10 | As an employee | I can access educational resources about the company's compensation philosophy | So that I can better understand how my pay is determined |
User stories for Line Manager
User Story ID | Persona | Requirement (What) | Value (Why) |
MUS_01 | As a Line Manager | I can view my team's current compensation details | So that I can understand their total rewards packages |
MUS_02 | As a Line Manager | I can access my team's compensation history | So that I can track their salary progression over time |
MUS_03 | As a Line Manager | I can view compensation planning cycle dates and deadlines | So that I can participate effectively in the process |
MUS_04 | As a Line Manager | I can make salary increase recommendations for my team members | So that I can reward performance and retain talent |
MUS_05 | As a Line Manager | I can allocate bonus amounts to my team members | So that I can recognize their contributions fairly |
MUS_06 | As a Line Manager | I can view my team's performance ratings alongside their compensation data | So that I can align rewards with performance |
MUS_07 | As a Line Manager | I can compare my team members' salaries to their respective pay ranges | So that I can ensure fair and competitive compensation |
MUS_08 | As a Line Manager | I can view budget guidelines for salary increases and bonuses | So that I can make recommendations within allocated limits |
MUS_09 | As a Line Manager | I can add comments to justify my compensation recommendations | So that I can provide context for my decisions |
MUS_10 | As a Line Manager | I can view a summary of my team's total compensation changes | So that I can understand the overall impact of my recommendations |
MUS_11 | As a Line Manager | I can receive notifications about compensation planning cycle start and end dates | So that I can complete the process on time |
MUS_12 | As a Line Manager | I can view market data relevant to my team's positions | So that I can make informed compensation decisions |
MUS_13 | As a Line Manager | I can see how my compensation recommendations compare to guidelines | So that I can ensure compliance with company policies |
MUS_14 | As a Line Manager | I can view and manage long-term incentives for eligible team members | So that I can support retention of key talent |
MUS_15 | As a Line Manager | I can access reports on my team's compensation trends | So that I can identify patterns and potential issues |
MUS_16 | As a Line Manager | I can view a dashboard of my team's compensation metrics | So that I can quickly assess our overall compensation status |
MUS_17 | As a Line Manager | I can submit my compensation recommendations for approval | So that I can complete my part of the compensation planning cycle |
MUS_18 | As a Line Manager | I can view the status of my submitted compensation recommendations | So that I can track their progress through the approval process |
MUS_19 | As a Line Manager | I can receive alerts about off-cycle compensation events for my team | So that I can manage special cases outside the regular planning cycle |
MUS_20 | As a Line Manager | I can access educational resources about the company's compensation philosophy and practices | So that I can make informed decisions aligned with company strategy |
User stories for Compensation Manager
User Story ID | Persona | Requirement (What) | Value (Why) |
CMU_01 | As a Compensation Manager | I can create new compensation plans | So that I can design programs aligned with the company's strategy |
CMU_02 | As a Compensation Manager | I can configure compensation templates | So that I can standardize compensation processes across the organization |
CMU_03 | As a Compensation Manager | I can design custom compensation worksheets | So that I can capture all relevant data for compensation decisions |
CMU_04 | As a Compensation Manager | I can set up budget calculations | So that I can ensure compensation changes align with financial plans |
CMU_05 | As a Compensation Manager | I can define eligibility rules | So that I can ensure the right employees are included in compensation processes |
CMU_06 | As a Compensation Manager | I can create compensation guidelines | So that I can provide consistent guidance for managers making compensation decisions |
CMU_07 | As a Compensation Manager | I can set up approval workflows | So that I can ensure proper review and authorization of compensation changes |
CMU_08 | As a Compensation Manager | I can launch compensation planning cycles | So that I can initiate the annual or off-cycle compensation review process |
CMU_09 | As a Compensation Manager | I can monitor the progress of planning cycles | So that I can ensure timely completion of compensation reviews |
CMU_10 | As a Compensation Manager | I can review proposed compensation changes | So that I can ensure compliance with policies and guidelines |
CMU_11 | As a Compensation Manager | I can approve or reject compensation recommendations | So that I can maintain control over final compensation decisions |
CMU_12 | As a Compensation Manager | I can view real-time budget utilization | So that I can ensure compensation changes stay within allocated budgets |
CMU_13 | As a Compensation Manager | I can generate compensation reports | So that I can analyze compensation data and trends across the organization |
CMU_14 | As a Compensation Manager | I can create custom analytics dashboards | So that I can visualize key compensation metrics |
CMU_15 | As a Compensation Manager | I can export compensation data | So that I can perform advanced analysis or share data with other systems |
CMU_16 | As a Compensation Manager | I can import external market data | So that I can ensure compensation remains competitive |
CMU_17 | As a Compensation Manager | I can configure compensation statements | So that I can clearly communicate total rewards to employees |
CMU_18 | As a Compensation Manager | I can set up currency conversion tables | So that I can manage compensation across global operations |
CMU_19 | As a Compensation Manager | I can define pay ranges | So that I can ensure compensation aligns with the job structure |
CMU_20 | As a Compensation Manager | I can manage off-cycle compensation events | So that I can handle promotions, transfers, and other special cases |
User stories for an HR Business Partner (HRBP)
User Story ID | Persona | Requirement (What) | Value (Why) |
HRBP_01 | As an HR Business Partner | I can access compensation guidelines for all job levels | So that I can provide accurate guidance to managers during the planning process |
HRBP_02 | As an HR Business Partner | I can view real-time compensation recommendations made by managers | So that I can review and ensure alignment with company policies |
HRBP_03 | As an HR Business Partner | I can generate reports on compensation trends within my assigned business units | So that I can identify potential issues or discrepancies |
HRBP_04 | As an HR Business Partner | I can access a dashboard of key compensation metrics | So that I can quickly assess the overall compensation status of my assigned areas |
HRBP_05 | As an HR Business Partner | I can add comments to compensation recommendations | So that I can provide context and justification for changes or approvals |
HRBP_06 | As an HR Business Partner | I can view historical compensation data for employees | So that I can provide informed guidance on career progression and pay equity |
HRBP_07 | As an HR Business Partner | I can access market salary data relevant to my business units | So that I can ensure compensation remains competitive |
HRBP_08 | As an HR Business Partner | I can initiate off-cycle compensation reviews | So that I can address urgent retention or promotion cases |
HRBP_09 | As an HR Business Partner | I can view the status of compensation planning cycles | So that I can support managers in completing their reviews on time |
HRBP_10 | As an HR Business Partner | I can access a knowledge base of compensation policies and FAQs | So that I can quickly respond to manager and employee queries |
HRBP_11 | As an HR Business Partner | I can generate compensation statements for employees | So that I can support transparent communication of total rewards |
HRBP_12 | As an HR Business Partner | I can view budget utilization in real-time | So that I can ensure compensation changes stay within allocated budgets |
HRBP_13 | As an HR Business Partner | I can flag compensation recommendations for further review | So that I can ensure compliance with internal equity and policies |
HRBP_14 | As an HR Business Partner | I can access training materials on compensation processes | So that I can effectively support managers during planning cycles |
HRBP_15 | As an HR Business Partner | I can view compensation ratios (e.g., compa-ratio) for employees | So that I can identify potential pay equity issues |
HRBP_16 | As an HR Business Partner | I can generate reports on pay equity by demographics | So that I can support diversity and inclusion initiatives |
HRBP_17 | As an HR Business Partner | I can simulate the impact of compensation changes | So that I can provide strategic advice to managers on budget allocation |
HRBP_18 | As an HR Business Partner | I can view alerts for compensation anomalies or outliers | So that I can proactively address potential issues |
HRBP_19 | As an HR Business Partner | I can access a calendar of key compensation events and deadlines | So that I can effectively plan and support the compensation cycle |
HRBP_20 | As an HR Business Partner | I can collaborate with other HR partners on compensation planning processes across business units. | So that consistency is ensured across different business units |
User stories for a Compensation Administrator
User Story ID | Persona | Requirement (What) | Value (Why) |
CADM_01 | As a Compensation Administrator | I can create new compensation worksheets | So that I can set up the annual compensation review process |
CADM_02 | As a Compensation Administrator | I can configure worksheet layouts | So that I can customize the display of compensation data for managers |
CADM_03 | As a Compensation Administrator | I can add custom fields to worksheets | So that I can capture specific compensation data |
CADM_04 | As a Compensation Administrator | I can set up calculation rules for worksheets | So that I can automate compensation calculations |
CADM_05 | As a Compensation Administrator | I can define validation rules for worksheets | So that I can ensure data integrity in the compensation process |
CADM_06 | As a Compensation Administrator | I can configure worksheet filters | So that managers can easily find relevant employee data |
CADM_07 | As a Compensation Administrator | I can set up worksheet approval workflows | So that I can enforce proper review and authorization of compensation decisions |
CADM_08 | As a Compensation Administrator | I can configure worksheet notifications | So that participants are informed of their tasks in the compensation process |
CADM_09 | As a Compensation Administrator | I can set up compensation planning cycles | So that I can manage the timing of compensation reviews |
CADM_10 | As a Compensation Administrator | I can configure compensation statement templates | So that employees receive clear communication about their total rewards |
CADM_11 | As a Compensation Administrator | I can update employee salary data | So that I can ensure accurate base pay information for compensation planning |
CADM_12 | As a Compensation Administrator | I can maintain bonus target data | So that I can ensure accurate variable pay information for compensation planning |
CADM_13 | As a Compensation Administrator | I can update job and grade information | So that I can ensure employees are mapped to the correct pay structures |
CADM_14 | As a Compensation Administrator | I can maintain performance rating data | So that I can ensure performance is accurately reflected in compensation decisions |
CADM_15 | As a Compensation Administrator | I can update currency exchange rates | So that I can ensure accurate global compensation calculations |
CADM_16 | As a Compensation Administrator | I can maintain compensation history | So that I can provide historical context for compensation decisions |
CADM_17 | As a Compensation Administrator | I can update market salary data | So that I can ensure compensation remains competitive |
CADM_18 | As a Compensation Administrator | I can maintain long-term incentive grant data | So that I can track equity compensation accurately |
CADM_19 | As a Compensation Administrator | I can update compensation eligibility rules | So that I can ensure the right employees are included in compensation processes |
CADM_20 | As a Compensation Administrator | I can maintain compensation budget data | So that I can ensure accurate budget allocation for compensation planning |
CADM_21 | As a Compensation Administrator | I can configure system-wide compensation settings | So that I can align the system with compensation policies |
CADM_22 | As a Compensation Administrator | I can set up user roles and permissions | So that I can ensure appropriate access to compensation data |
CADM_23 | As a Compensation Administrator | I can configure integration settings with core HR systems | So that I can ensure seamless data flow between core HR and compensation |
CADM_24 | As a Compensation Administrator | I can set up compensation plan rules | So that I can enforce compensation guidelines |
CADM_25 | As a Compensation Administrator | I can configure compensation reporting settings | So that I can generate accurate compensation analytics |
CADM_26 | As a Compensation Administrator | I can set up compensation alerts and notifications | So that I can keep stakeholders informed of important compensation events |
CADM_27 | As a Compensation Administrator | I can configure compensation modeling scenarios | So that I can support strategic compensation planning |
CADM_28 | As a Compensation Administrator | I can set up compensation data archiving rules | So that I can maintain historical compensation records efficiently |
CADM_29 | As a Compensation Administrator | I can configure compensation audit trail settings | So that I can track all changes to compensation data |
CADM_30 | As a Compensation Administrator | I can set up compensation data validation rules | So that I can ensure data quality in compensation processes |
CADM_31 | As a Compensation Administrator | I can import employee data from external systems | So that I can ensure up-to-date employee information for compensation planning |
CADM_32 | As a Compensation Administrator | I can import performance ratings from the performance management system | So that I can link performance to compensation decisions |
CADM_33 | As a Compensation Administrator | I can import market salary data from external sources | So that I can ensure competitive compensation benchmarking |
CADM_34 | As a Compensation Administrator | I can import budget data from financial systems | So that I can align compensation planning with financial plans |
CADM_35 | As a Compensation Administrator | I can import historical compensation data | So that I can provide context for current compensation decisions |
CADM_36 | As a Compensation Administrator | I can export compensation planning results | So that I can share outcomes with finance and payroll teams |
CADM_37 | As a Compensation Administrator | I can export compensation statements | So that I can distribute total rewards information to employees |
CADM_38 | As a Compensation Administrator | I can export compensation analytics | So that I can provide insights to executive leadership |
CADM_39 | As a Compensation Administrator | I can export audit trail data | So that I can support compliance and audit requirements |
CADM_40 | As a Compensation Administrator | I can export compensation budget utilization data | So that I can report on budget management |
CADM_41 | As a Compensation Administrator | I can troubleshoot worksheet calculation errors | So that I can ensure accurate compensation recommendations |
CADM_42 | As a Compensation Administrator | I can resolve user access issues | So that I can ensure all participants can complete their compensation tasks |
CADM_43 | As a Compensation Administrator | I can diagnose and fix data integration problems | So that I can maintain data consistency across HR systems |
CADM_44 | As a Compensation Administrator | I can troubleshoot compensation statement generation issues | So that I can ensure all employees receive their total rewards information |
CADM_45 | As a Compensation Administrator | I can resolve issues with compensation plan rules | So that I can ensure proper application of compensation policies |
CADM_46 | As a Compensation Administrator | I can troubleshoot budget calculation discrepancies | So that I can ensure accurate budget management |
CADM_47 | As a Compensation Administrator | I can diagnose and fix reporting errors | So that I can provide accurate compensation analytics |
CADM_48 | As a Compensation Administrator | I can resolve workflow approval issues | So that I can ensure timely completion of compensation processes |
CADM_49 | As a Compensation Administrator | I can troubleshoot currency conversion problems | So that I can ensure accurate global compensation calculations |
CADM_50 | As a Compensation Administrator | I can diagnose and fix performance issues | So that I can maintain system responsiveness during peak usage |
CADM_51 | As a Compensation Administrator | I can set up data validation rules | So that I can prevent data entry errors in compensation processes |
CADM_52 | As a Compensation Administrator | I can configure planning calendars | So that I can align compensation activities with business cycles |
CADM_53 | As a Compensation Administrator | I can set up simulation tools | So that I can model the impact of different compensation scenarios |
CADM_54 | As a Compensation Administrator | I can configure off-cycle event handling | So that I can manage promotions and other special cases |
CADM_55 | As a Compensation Administrator | I can set up data security measures | So that I can protect sensitive pay information |
CADM_56 | As a Compensation Administrator | I can configure benchmarking tools | So that managers can compare employee pay to market data |
CADM_57 | As a Compensation Administrator | I can set up budget forecasting tools | So that I can project future compensation costs |
CADM_58 | As a Compensation Administrator | I can configure proration rules | So that I can accurately calculate partial-year compensation changes |
CADM_59 | As a Compensation Administrator | I can set up data retention policies | So that I can comply with data protection regulations |
CADM_60 | As a Compensation Administrator | I can configure system performance monitoring | So that I can proactively address potential system issues |
User stories for an Executive Leader
User Story ID | Persona | Requirement (What) | Value (Why) |
EL_01 | As an Executive Leader | I can view the overall compensation budget for the entire organization | So that I can understand the financial impact of compensation decisions |
EL_02 | As an Executive Leader | I can approve or reject proposed compensation strategies | So that I can ensure alignment with business objectives |
EL_03 | As an Executive Leader | I can access high-level compensation analytics dashboards | So that I can quickly assess the organization's compensation health |
EL_04 | As an Executive Leader | I can make final decisions on key compensation matters | So that I can guide the organization's compensation direction |
EL_05 | As an Executive Leader | I can view compensation budget utilization across departments | So that I can identify areas of over or under-spending |
EL_06 | As an Executive Leader | I can compare our compensation data with industry benchmarks | So that I can ensure our competitiveness in the market |
EL_07 | As an Executive Leader | I can review proposed changes to compensation plans | So that I can assess their impact on employee retention and motivation |
EL_08 | As an Executive Leader | I can access reports on pay equity across the organization | So that I can address any potential disparities |
EL_09 | As an Executive Leader | I can view compensation trends over time | So that I can understand long-term financial implications |
EL_10 | As an Executive Leader | I can approve exceptional compensation cases | So that I can retain key talent in critical roles |
EL_11 | As an Executive Leader | I can review the impact of compensation changes on financial projections | So that I can align compensation decisions with growth targets |
EL_12 | As an Executive Leader | I can access compensation data by geographic regions | So that I can ensure fair practices across global operations |
EL_13 | As an Executive Leader | I can view compensation ratios for different employee levels | So that I can maintain appropriate pay scales across the organization |
EL_14 | As an Executive Leader | I can approve changes to long-term incentive plans | So that I can align executive compensation with company performance |
EL_15 | As an Executive Leader | I can review the distribution of performance ratings and corresponding compensation | So that I can ensure pay for performance principles are applied |
EL_16 | As an Executive Leader | I can access reports on the effectiveness of variable pay programs | So that I can assess their impact on business outcomes |
EL_17 | As an Executive Leader | I can view compensation data for critical talent segments | So that I can ensure we're retaining key employees in our strategic initiatives |
EL_18 | As an Executive Leader | I can approve changes to compensation policies | So that I can adapt our approach to changing market conditions |
EL_19 | As an Executive Leader | I can review the impact of compensation decisions on employee engagement metrics | So that I can understand the relationship between pay and satisfaction |
EL_20 | As an Executive Leader | I can access forecasts for future compensation costs | So that I can plan for long-term financial sustainability |
User stories for a Finance Manager
User Story ID | Persona | Requirement (What) | Value (Why) |
FINM_01 | As a Finance Manager | I can view the overall compensation budget for the entire organization | So that I can manage financial resources effectively |
FINM_02 | As a Finance Manager | I can allocate budgets to different departments or business units | So that I can ensure fair distribution of compensation funds |
FINM_03 | As a Finance Manager | I can review and approve compensation budget requests | So that I can maintain control over financial expenditures |
FINM_04 | As a Finance Manager | I can access real-time budget utilization reports | So that I can monitor spending and prevent budget overruns |
FINM_05 | As a Finance Manager | I can analyze the financial impact of proposed compensation changes | So that I can assess their effect on the company's bottom line |
FINM_06 | As a Finance Manager | I can generate financial forecasts based on compensation data | So that I can project future labor costs accurately |
FINM_07 | As a Finance Manager | I can set up budget alerts and notifications | So that I can be informed of significant deviations from planned spending |
FINM_08 | As a Finance Manager | I can view compensation data by cost center | So that I can ensure alignment with departmental budgets |
FINM_09 | As a Finance Manager | I can export compensation budget data to financial systems | So that I can integrate it with overall financial planning |
FINM_10 | As a Finance Manager | I can create what-if scenarios for compensation changes | So that I can model their potential financial impacts |
FINM_11 | As a Finance Manager | I can review the financial implications of off-cycle compensation events | So that I can manage unexpected changes to the budget |
FINM_12 | As a Finance Manager | I can access historical compensation spending data | So that I can identify trends and inform future budgeting |
FINM_13 | As a Finance Manager | I can generate reports on compensation-related tax implications | So that I can ensure compliance and accurate financial planning |
FINM_14 | As a Finance Manager | I can view the financial impact of long-term incentive plans | So that I can assess their effect on future budgets |
FINM_15 | As a Finance Manager | I can analyze the return on investment of compensation programs | So that I can evaluate their effectiveness and value to the company |
FINM_16 | As a Finance Manager | I can review and approve changes to compensation policies | So that I can ensure they align with the company's financial strategy |
FINM_17 | As a Finance Manager | I can access reports on the cost of benefits programs | So that I can manage the total compensation package effectively |
FINM_18 | As a Finance Manager | I can view compensation expenses by geographic region | So that I can manage global budget allocations |
FINM_19 | As a Finance Manager | I can generate financial reports for executive leadership | So that I can provide insights on compensation spending and trends |
FINM_20 | As a Finance Manager | I can integrate compensation forecasts with overall financial projections | So that I can support the company's long-term financial planning |
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