The Millennium Group
International, LLC
8300 Boone Blvd
Suite 500
Vienna, VA 22182
ph: 703-714-9549
info@tmgi.net
International, LLC
8300 Boone Blvd
Suite 500
Vienna, VA 22182
ph: 703-714-9549
info@tmgi.net
| Copyright © 2009 The Millennium Group International, LLC. All rights reserved. Transformation - Management Consulting - HR Consulting Leadership Development - Professional Development Training Financial Management Home The Millennium Group International, LLC 8300 Boone Blvd Suite 500 Vienna, VA 22182 ph: 703-714-9549 info@tmgi.net |
The Millennium Group International, LLC (TMG) provides clients with comprehensive total
rewards and compensation services - analysis, design, and implementation consultation.
Update your compensation plan now, in order to attract and retain employees, improve morale,
and control labor costs.
rewards and compensation services - analysis, design, and implementation consultation.
Update your compensation plan now, in order to attract and retain employees, improve morale,
and control labor costs.
- Compensation
- Benefits
- Incentives
- Design
- Implementation
| TMG Total Rewards Practice |
TMG Approach
TMG sorts through the complexities of delivering projects by
incorporating the following four essential principles:
Alignment:
The specific actions taken should “fit” within the total context of what
is occurring in the organization, to include the following issues:
connection to the organization’s mission; clear linkage to operational
objectives; and consistency with organizational culture.
TMG sorts through the complexities of delivering projects by
incorporating the following four essential principles:
Alignment:
The specific actions taken should “fit” within the total context of what
is occurring in the organization, to include the following issues:
connection to the organization’s mission; clear linkage to operational
objectives; and consistency with organizational culture.
Each Project Is Customized
- Competitive and internally fair salary ranges and individual salaries
- Objective assessment of its incentive programs
- Recommendations on how to make the programs as effective
- The most attractive and competitive rewards structure as possible
- Comprehensive performance evaluation program
- Facilitation of an integrated decision making process to build buy-in
- Tools to administer the program fairly
- Training
- Organizational communications
Benefits of an Updated Compensation Plan
 | Attract and Retain Employees | |
| Improve Morale | |
| Control Labor Costs | |
| Pay the Going Rate | |
| Learn Pay Practices of Competitors | |
| Rewards for Doing a Great Job | |
| Promote a Career Ladder | |
| Keep Up With the Cost of Living | |
| Rewards for Longevity. | |
User Friendliness:
This initiative should produce results that are “user friendly,” meaning that the compensation
structure should not be overly complex, cumbersome or time consuming to administer.
Accountability:
This initiative should be built on the foundation that successful human resource management
is primarily a line management responsibility. The role of the internal HR staff is to provide the
tools necessary to help line management fulfill this responsibility.
Objectivity and Fairness:
The compensation structure should be designed to ensure that decisions about these
important issues are applied consistently within the organization. Employees may not agree
with all elements of the plan, but they must view the program as fair.
The TMG Advantage
This initiative should produce results that are “user friendly,” meaning that the compensation
structure should not be overly complex, cumbersome or time consuming to administer.
Accountability:
This initiative should be built on the foundation that successful human resource management
is primarily a line management responsibility. The role of the internal HR staff is to provide the
tools necessary to help line management fulfill this responsibility.
Objectivity and Fairness:
The compensation structure should be designed to ensure that decisions about these
important issues are applied consistently within the organization. Employees may not agree
with all elements of the plan, but they must view the program as fair.
The TMG Advantage
 | Subject Matter Experts | |
| Customized Solutions For High Impact | |
| Experienced With Delivering Results | |
