Leseprobe
Contents
1. Introduction
1.1. About Unilever
1.2 Opening a Dove House in London
2. Reward Strategy
2.1 Reward Goals
2.2.1 External Market Competitiveness
2.2.2 Promoting our Performance Culture
2.2.3 Promoting Teamwork and our Values
2.2.4 Promoting Learning and Development
2.2.5 Engagement and Satisfaction
3. Reward Strategy for the Dove House Employees
3.1 Rewarding Managerial Employees
3.2 Rewarding Shop Floor Employees
3.2.1 Massage Therapists and Cosmetologists
3.2.2 Customer Service Assistants and Cashiers
3.2.3 Rewarding Collaboration
3.3 Collective Rewards
3.4 Non-Financial Rewards
3. Reward Policy
3.1 Implementation
3.2 Ensuring Reward Effectiveness
3.2.1 Equity, Fairness and Transparency
3.2.2 Employee Involvement and Communication
3.2.3 Line Manager Training
3.2.4 Evaluating Reward Effectiveness
4. Conclusion
References:
Appendix 1: Unilever’s Business Model
Appendix 2: Dove House Employees – Job Descriptions
Appendix 3: Reward Policy for Dove House Employees
Appendix 4: Remuneration Benchmarking (Central London-Area)
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- Anna Jung (Autor:in), 2014, Remuneration Strategy and Policy for "Dove" House, München, GRIN Verlag, https://www.grin.com/document/275400
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