Crafting a well-rounded total rewards programme

Elsa Koh from Coca-Cola Singapore Beverages says a robust rewards programme allow firms to become employers of choice.

Elsa Koh

Head of Compensation and Benefits,

Singapore and Malaysia, Coca-Cola Singapore Beverages


Employers of choice establish themselves differently in not only the provision of fundamental compensation and benefits, but also ensuring a well-rounded total rewards programme.

A well-rounded total rewards programme plays a large role in attracting, retaining and motivating employees along prevailing market trends. It enables organisations to hire qualified workers with differentiated compensation and benefits plans. This leads to better results, customer service and higher productivity. 

Below are four insightful considerations for a well-rounded total rewards programme:


A heathy workforce contributes significantly to company success and the management of workforce’s medical costs. Engaging, enabling, and energising the workforce with regular health and wellness programmes creates a significant advantage for the company. Regular active and healthy living programmes will boost employee engagement, and forge a healthy work culture.


A compensation strategy should also include rewards for employees based on workplace performance. This may include the commonly adopted commission-based system that rewards employees for total amount of sales or recognition rewards for good results.  A reward system should be easy for employees to understand and also encourage everyone to work harder.

Differentiated Compensation and Benefits

It is important to design the financial compensation and benefits package to meet different employees’ needs.

When differentiating the compensation and benefits programmes, it is important to consider fairness as an element, as this is always on the mind of employees. Employers of choice establish differences between themselves and competitors in key benefits, such as life insurance, disability, paid time-off and retirement.


Other non-financial compensation refers to areas such as career development and advancement opportunities,  as well as opportunities for recognition.

Retaining quality workers requires a strategic plan for compensation that rewards employees for their loyalty. Compensation based in part on seniority with the company shows new employees that the business values workers who choose to remain with the company long-term.

HR country report: India in a state of transition
HRM Asia - 27 Feb 2018
The Indian job market is stuck in a rut, with total employment down, particularly for the IT sector - once the country's golden goose.
Unpacking Ikea's very Swedish culture
Kelvin Ong - 26 Feb 2018
The world's largest furniture retailer ensures that accessibility is a quality afforded not only to its customers, but also to all employees.
The secrets of workplace resilience
HRM Asia - 20 Feb 2018
Through years of extensive research, Graeme Cowan has discovered how companies can help their workforce stay emotionally strong
Analysis: Agile workforce, future workforce
Yamini Chinnuswamy - 19 Feb 2018
Contingent employment is on the up and up. To remain competitive, HR needs to enable business transformations that can keep up with this new and nimble management model
Inside Shopee's journey from startup to retail sensation
HRM Asia - 15 Feb 2018
Shopee encountered many resource challenges in its early years. Its Chief Commercial Officer Junjie Zhou shares how he guided the company to steadier ground.
Leaders on leadership: Rolls-Royce's regional director
HRM Asia - 14 Feb 2018
Paul Harris, Rolls-Royce Motor Cars' Asia-Pacific Regional Director reveals the company's workforce plans for 2018.