Accenture - Incentivise Employees and Reduce Labour Turnover

To what extent can Accenture tailor its remuneration package to staff in order to reduce labour turnover and incentivise key employees? Executive Summary

Contents

Executive Summary 2
Contents 3
Chapter One – Introduction 4
1.1 Research Aim 4
1.2 Research Objectives 4
Chapter Two – Literature Review 5
2.1 Reward Management 5
2.2 Business / HR Strategy 8
2.3 Strategic Reward 10
2.4 The Employment Relationship 12
2.5 Motivation and Financial and Non-Financial Rewards 14
Chapter Three – Research Methodology 16
3.1 Research Philosophy 16
3.2 Case Study Approach 17
3.3 Research Methods 18
Chapter Four – Analysis of Findings 19
4.1 An Environmental Analysis of the Management Consulting Industry 19
4.2 A Competitive Analysis of the Management Consulting Industry 20
4.3 Accenture’s Current Strategy 22
Chapter Five – Recommendations / Implementation Plan 23
Conclusion 24
References 25 Chapter One – Introduction

[The introduction will be added after the data collection phase is complete. However, the research aim and objectives have been provided below].

1.1 Research Aim

To investigate to what extent Accenture can tailor its remuneration package to staff in order to reduce labour turnover and incentivise key employees.

1.2 Research Objectives

In order to answer this aim, the following research objectives have been set:

• To understanding the main theories governing reward management, including understanding how reward management can influence retention and work motivation.

• To understand key aspects of the reward management processes, including assessing job size and relativities, grade and pay structure, performance management, contingent pay, and employee pensions and benefits.

• To understand the reward management process and its affect on retention and work motivation.

• To assess the various remuneration packages offered within Accenture to its employees and their fit within the competitive

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