CASE STUDY 3
DEVELOPING A GLOBAL REWARD STRATEGY AT TIBETT AND BRITTEN GROUP
Prepared for:
PROF. DR. KHULIDA KIRANA YAHYA

13 APRIL 2014

Prepared by:
Kartini Binti Dato’ Tajul Urus (814244) Hazlyena Annur binti Che Hamid (815158) Nurul Farahiah Binti Mohd Jazlil (815614)

CASE STUDY 3 - DEVELOPING A GLOBAL REWARD STRATEGY AT TIBBETT AND BRITTEN GROUP
SWOT ANALYSIS

STRENGTH  Company directly employs 35,000 people in 35 countries, biggest markets in Europe and North America.  Majority of their employees are transferred from their customer, therefore they understand the nature of business of TBG  65% - 70% of the operational costs relate directly to people, so staff reward management is the key to business competitiveness OPPORTUNITIES  Employs people on a variety of contracts.  One step at a time approach  An overhaul of the grading system used in UK

WEAKNESS  65% - 70% cost operational relate directly to people.  Wide variety of pay and grading arrangement in operation.  Most non-management employees were not on TBG terms and conditions.  UK grading structure is an issue

THREAT  Majority of employee were transferred from major customers, and these employees retained their existing t&c of employment.  Different local relationship with trade unions  Contracts are operated on an „open book‟ basis

1. Why do you think that the creation of internal consistency was such an important objective of the new reward strategy?

Reward strategy is a suitable and effective framework which enables business organisations to reward their employees according to their contribution to the achievement of their organisation‟s overall business strategy. The aim of reward strategy is to encourage staff behaviour and performance in a way that will contribute to the productivity of the organisation‟s achievement with strong competitive edge. Every reward