Team members
Phan Huỳnh Trúc Lam - 23DH480786 (Leader)
Nguyễn Thị Phương Ngân - 23DH482673
Huỳnh Lê Thanh Nhi - 23DH482536
Lê Nguyễn Hiền Vy - 23DH482348
Phạm Thị Phượng - 23DH482561
Vưu Minh Khang - 23DH482497
Đỗ Thị Thu Thảo - 23DH482705
Lê Minh Tiến - 23DH481978
COMPENSATION
Employee Compensation
Strong competitive base pay is critical for financial stability.
Samantha
Sign-on bonus or short-term incentives can help reduce student
loan debt or save for an apartment.
Variable pay motivates performance early in her career.
Likely less focused on maximizing salary due to spouse’s high
Steward
income.
Stable base pay aligned with part-time or flexible schedule.
Less emphasis on high variable pay.
Focused on base pay impact on pension calculation.
Jose
Less motivated by short-term incentives.
=> Security and smooth transition to retirement drive engagement.
Needs strong base pay for stability
Ana Performance incentives for college savings
=>Security and smooth transition to retirement drive engagement.
Motivated by:
Makayla - Performance-based bonuses.
- Long-term incentives (equity/stock options).
Mix of base + strong variable pay aligns with ambition.
=> Pay linked to performance reinforces recognition and career
progression.
Prefers stable base pay and predictable merit increases.
Stephan Less driven by aggressive incentive structures.
=> Stability and security drive retention.
BENEFITS
Employee Benefits
Affordable health insurance with low premiums.
Samantha
Student loan repayment assistance (if available).
Retirement plan with employer match to encourage early savings.
May decline medical benefits if covered under spouse.
Steward
Values paid holidays aligning with school schedules.
Retirement contributions to rebuild savings after a career break.
Strong interest in:
Jose
- Defined benefit or defined contribution plans.
- Retiree medical coverage.
- Retirement planning assistance.
Focus on :
Ana
Tuition assistance or college savings programs.
Comprehensive health coverage for dependents.
A Strong retirement plan.
Standard benefits expected
Makayla Most valued career development programs.
Strong 401(k)/retirement plan.
Stephan Healthcare benefits.
Long-term financial planning support.
WELL-BEING
Employee Well-Being
Financial wellness programs (budgeting, credit counseling).
Samantha
Career development support.
Flexible work arrangements (flex time, reduced schedule).
Steward
Remote work options.
Phased retirement options.
Jose Mentoring opportunities to leave a legacy.
=> Retirement transition support.
Flexible schedule for school activities.
Ana Financial planning workshops.
Generous PTO.
=> Financial support + flexibility.
Mentorship programs.
Makayla Leadership development.
Inclusive culture initiatives.
=> Career growth and advancement opportunities.
Health and wellness programs.
Stephan Work-life balance support.
=> Long-term financial security and health.
As the Review/Synthesis Panel, our responsibility is not to solve individual cases separately.
Instead, we aim to design a general Total Rewards (TR) framework that ensures consistency,
strategic alignment, and fairness across all employee groups.
I. General Solution Framework
To maintain consistency, all proposals should be evaluated using the following framework:
1. Life-Stage Segmentation
Employees should be grouped by similar life situations (e.g., early career, caregiver,
pre-retirement) instead of handling each case individually. This ensures fairness and easier
implementation.
2. Matching Needs with TR Elements
Each Total Rewards element should clearly address specific employee needs:
● Compensation → Financial income and security
● Benefits → Protection (health, retirement)
● Well-being → Work-life balance and flexibility
● Recognition → Appreciation and engagement
● Development → Career growth and long-term motivation
3. Integrated Well-Being Portfolio
Well-being programs (financial support, flexibility, mentoring, health initiatives) should be
used strategically to support non-financial needs and increase retention.
4. Strategic Alignment over Labels
The focus should be on outcomes (attraction, motivation, retention), not whether something is
classified as a “benefit” or “well-being.” What matters is the impact on employee
engagement.
The optimal Total Rewards mix should be:
● Segmented by life stage
● Balanced between financial and non-financial rewards
● Strategically embedded, not informal
● Supported by manager training to ensure fair implementation
Total Rewards should be seen as a long-term partnership between employer and employee.
Consistency, flexibility, and strategic integration are key to maintaining motivation,
engagement, and retention across the workforce.