Miller Insurance
Career Framework Development
‘Many organisations evolve over time without the existence of a formal organisational structure. However, the lack of such a structure to act as a foundation makes it difficult to consistently manage most elements of reward. As Miller Insurance found, developing a framework which works for them, in the context of unique elements as history, culture, combination of roles and strategic objectives, is invaluable in the reward context. We believe the overall architecture need not be complicated and should typically be as simple as is possible. A primary objective for clients in this situation is generally to increase levels of transparency and consistency throughout the entire organisation, which are key criteria in respect of all elements of the reward agenda. Once in place, such a structure can act as a robust starting point for such key elements as comparative pay benchmarking, assigning pay bands and design of bonus scheme arrangements.
Innecto has worked with a range of organisations from SMEs to larger, more established organisations to develop specifically tailored structures which best suit their needs for now and the future as well as assisting with the development of subsequent pay arrangements. In each case the outcome has been entirely different in line with precise organisational requirements. The following case study outlines how this process worked for one such client. We would of course be delighted to support your organisation in devising such a structure, providing you with a strong foundation for more coherent reward strategy and practice’.
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