Imagine an employee earning “points” for all company objectives in a single “Total Rewards” program and simply aligning point values to the value those objectives deliver. Employees then redeem points for rewards that are meaningful to them – from cash to gift cards from hundreds of retailers to health rewards. Sound simple? IncentOne’s Total Rewards Management (TRM) solution is here.

IncentOne’s Total Rewards Management integrates all reward and incentive programs into a single solution to align employee behavior with all business objectives. Now you can integrate your healthcare cost-reduction, operational excellence, reward & recognition, idea generation, safety, training, compliance, sales performance and other programs designed to promote behavioral changes that benefit your organization. By integrating all programs, you not only drive performance but create employee loyalty by maximizing reward/incentive budgets in a single solution.

The result? Integration of multiple incentive budgets and systems. A simple message to employees…“Perform and be rewarded.” You accomplish two key goals – a single solution to drive performance AND create employee loyalty.

IncentOne’s solutions solve the most common reward and incentive challenges associated with disparate incentive programs:

• Lack of a consistent message to employees
  
   
  When reward and incentive programs are not part of a single “Total Rewards” solution, each program requires its own communications effort. This results in the redundant use of resources and a multitude of competing and sometimes contradictory messages to employees – causing inefficient resource allocation and no alignment to a single, easily understood message.
  
  
• Difficulty driving employee loyalty
  
   
  Without integrating various reward and recognition budgets, individual reward and incentive programs fail to create a solution that drives employee loyalty. While employees may earn various rewards, because of the inefficient use of budgets, reward values often fail to be meaningful enough to impact employee career decisions.
  
  
• Inefficient use of budgets for different reward and incentive programs
  
   
  In most organizations, reward and incentive programs are administered by separate departments and locations. This results in inefficiencies not only in the use of budgets, but in duplicate processes and systems. Resources are spent in a disjointed manner without any alignment to a Total Rewards strategy.
  
  
• Lack of integrated health and non-health programs
  
   
  Despite significant spending on health-related incentive programs, organizations fail to integrate these employee-focused programs with other reward and incentive programs. Organizations miss the opportunity to leverage the spending, systems, communications and benchmarking associated with health incentive programs for all reward and incentive initiatives.
  
  
• Significant compliance risks with laws and regulations (including HIPAA, tax and Sarbanes-Oxley)
  
   
  In many organizations, incentive spending is dispersed in various budgets, departments and locations. This often results in large dollars that are unaccounted for Sarbanes-Oxley, tax and payroll purposes. In addition, when complexities such as program-specific gross-up rules and tax treatment in different countries throughout the world are introduced, it is common for these disparate processes to result in lax audit processes.
  
  
• Sourcing of rewards for diverse audiences and business objectives
  
   
  Finding rewards that appeal to diverse audiences and are appropriate for different types of incentive programs can be time consuming and difficult.
  
  
• Lack of solutions that support domestic and international employees
  
   
  With increased globalization, many organizations lack not only integrated solutions for domestic programs, but also the unique requirements of international programs. These include country-specific reward portfolios, multi-lingual support and currency conversions.
  
  
• Disjointed and fragmented programs with different award criteria
  
   
  Organizations with disparate programs managed by multiple managers have difficulty determining the appropriate criteria for award issuance and the processes to support the program. This makes it virtually impossible to benchmark employee performance across programs, departments, locations and your industry-at large so that performance can be optimized across the enterprise.
  
  

IncentOne’s solutions solve these challenges by integrating:

• Seamless integration of rewards, systems, guidance and services
  
   
  IncentOne integrates the rewards, systems, guidance and services required for an effective program. With its leading reward portfolio and proven incentive management systems, IncentOne brings together all of the rewards, administrative services and consultation in a single solution.
  
  
• Real-time tracking and reporting ensures compliance with Sarbanes-Oxley, HIPAA and tax laws
  
   
  Because all activity occurs in a single solution, IncentOne provides real-time tracking and reporting on all program activity. This ensures that all incentive and reward activity is accounted for with reporting and audit trails.
  
  
• Leverage total reward spending to improve employee loyalty
  
   
  When all programs (and reward/incentive spending) are integrated into a single solution, employees can earn reward values that are meaningful enough to impact employee career decisions. You not only deliver cost savings and efficiencies, but leverage organizational spending to impact employee compensation decisions.
  
  
• Single and Simple Communications Message
  
   
  With a single solution, IncentOne enables you to deliver a simple message to employees under a single incentive solution brand. The message is simple and clear: “Perform…and be rewarded.” A single brand not only maximizes the efficiency of communications budgets, but enables employees to socialize the alignment of rewards to company objectives.
  
  
• Integration of cash, non-cash, health and other rewards
  
   
  IncentOne eliminates the need to determine which rewards drive employees. IncentOne’s reward portfolio enables the employee to choose the rewards of their choice from monetary rewards (e.g., cash), non-monetary rewards (e.g., gift cards from hundreds of national retailers), health rewards (e.g. glucose monitors) and other benefits (e.g., vacation days, flex time, training courses).
  
  
• Seamless Integration with Payroll
  
   
  IncentOne’s Payroll Toolkit™ provides a seamless transfer of financial, award, fee, gross-up (if applicable) and other data for integration with payroll and other enterprise systems. Because all award activity occurs in a single solution, periodic flows of information to systems are automatically scheduled at regular fixed intervals and coordinated with payroll functions. IncentOne’s solution integrates with all common payroll and human resource systems including PeopleSoft, Oracle, SAP, ADP, Ceridian, and other common human resource and payroll platforms.
  
  
• International rewards for over 40 countries
  
   
  IncentOne integrates incentive program needs for over 40 countries throughout the world including a broad selection of languages, currencies and country-specific reward portfolios. IncentOne’s solution includes in-country shipping – eliminating the custom, duty and expense problems associated with shipping rewards across borders.
  
  
• Single Solution for Benchmarking and Analysis
  
   
  IncentOne Total Rewards Management collects, integrates and normalizes data from multiple sources, enabling you to benchmark employee performance across programs, departments, locations and your industry-at-large. This enables best practices to be shared and performance to be improved across the enterprise.
  
  
• Proven technology and track record
  
   
  IncentOne’s solutions are not being “developed” for you - they leverage the experience gained serving FORTUNE 500 companies and are customized for your specific needs. IncentOne regularly maintains employee information for large corporations and undergoes significant testing to comply with the requirements of these companies. IncentOne has passed information security audits for over 50 FORTUNE 500 companies.
  
  
• Flexibility to respond to changing program needs
  
   
  Flexibility is a core element of IncentOne’s solutions. Current and future program needs and requirements are often difficult to define, and IncentOne’s solution has been designed with the flexibility for you to modify existing programs, or create new ones, with little administrative effort and minimal cost implications.
  
  

IncentOne's Total Rewards Management enables you to integrate multiple programs into one enterprise solution to drive employee performance and loyalty. IncentOne delivers the integration and flexibility that drive cost savings and program improvement and enables you to focus on how the solution drives key business results. IncentOne’s clients that have benefited from our solutions include Washington Mutual, Capital One, Blue Cross Blue Shield, Deloitte, ADP and the United States Postal Service.