Oxfam to revamp reward system to improve retention

first_img Previous Article Next Article Oxfam is revamping its pay and benefits structure, as well as enhancingstaff development to improve its retention worldwide. Andrew Thompson, director of international HR, said the charity had decidedto make changes to its rewards structure to combat high staff turnover,particularly outside the UK. Turnover among international management and other specialists is as high as60 per cent, creating significant recruitment and other associated costs. Thompson said that in some areas, such as Africa, no member of staff hasworked for the organisation for longer than two years. One of the measuresbeing taken is a reduction in the use of fixed-term contracts that, in someregions, are used to employ about three-quarters of staff. Thompson said: “On a fixed-term contract, people don’t feel emotionallyattached to the organisation. We needed measures that would create a morestable workforce and a greater sense of belonging.” The organisation, which typically paid 25 per cent less than the marketrate, has increased its basic pay to make it more competitive. Thompson is sure the extra investment will pay dividends. “We are spending far more money on the costs associated with turnoverthan we will eventually spend on [increasing wages],” he said. Oxfam is also beginning to use e-learning to improve the consistentdevelopment of its staff, regardless of where they are based. The charity hasstarted to embed a performance management system as a tool to measure andmotivate employees. “[Oxfam is] an organisation that is focused on getting the best out ofits staff in order to have as big an impact on poverty as possible,”Thompson said. By Quentin Reade Related posts:No related photos. Comments are closed. Oxfam to revamp reward system to improve retentionOn 15 Oct 2002 in Personnel Todaylast_img

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