Frankfurt/M., 02. November 2016 – In line with a modern total rewards approach, Lurse understands ‘compensation’ comprehensively and pools the consulting activities in the realigned consulting service “Compensation & Benefits.” It includes all remuneration components, such as basic salary, short-, middle-, or long-term variable compensation, and typical fringe benefits in the form of flexible benefits packages (e.g., company car/e-bike), as well as their various interactions. Activities related to the advice on company pension schemes are now represented by Lurse’s consulting service “Pensions.”
Thus, the HR strategy consultancy strengthens its approach of supporting clients as a full-service provider in designing, implementing, administrating, and communicating their compensation models, benefits systems, and company pension schemes.
“In the reality of business, compensation is closely linked to fringe benefits such as flexible benefits. As parts of the total compensation, they make a significant contribution to increasing the perceived employer attractiveness while simultaneously meeting the different needs of the generations. Since benefits in the context of total compensation are also a factor for companies to optimize costs, a holistic view of these topics is essential for a successful and sustainable remuneration of employees,” Birgit Horak from the Lurse board underlines.
The company takes account of the increasing demand for consulting services on the identification and retention of talents by continuously developing its consulting service “Talent & Performance,” which will be under the responsibility of Lurse Partner Dr. Stefan Fischer from November 15, 2016.
Currently, data is being collected for the Lurse Quick Check “Talent Management and Leadership.” The survey records comprehension and importance of this top issue in German companies and identifies implementation barriers. The result report will be published at the end of November 2016.