• What does the concept total reward mean?
• Why should the organisation reward employees?
• What are the main steps in designing a total reward system?
• What are some key considerations in designing a total reward system?
• What specific Acts / statutes do New Zealand organisations need to consider and/or comply with when designing a reward system?

Tom Stapleton is the owner/operator of Dungate Drains - a small but growing drainage company in Ashburton. The company provides drain laying services for both rural and urban customers. Its services include installing septic tanks, stormwater and drainage for farms (including dairy farm conversions), general industrial, residential subdivisions, and residential alterations. The company currently employs thirteen full-time staff: four qualified drainlayers (one of whom is the foreman/supervisor), three apprentice drainlayers, three machinery operators/digger drivers, two general labourers, and a receptionist/administrator who also looks after the payroll. Occasionally they hire casual staff from local labour-hire agencies when they have additional work or urgent deadlines to meet. The staff work in teams called 'crew', each usually made up of one qualified drainlayer, one apprentice, one machinery operator, and a labourer. They normally run four crew but are a few staff short at the moment. For the last few months', they have had to hire some labourers from a local recruitment agency, but they really need a few more permanent workers ideally another apprentice and another machine operator - who know what they're doing and are committed to the the industry. As a stop-gap measure, workers sometimes rotate between crew to help out on other jobs. Tom wants to grow the business to be the largest and most preferred drainage company in the Ashburton region, by both customers and employees. Tom believes that people are the heart of the business, and that quality workmanship is paramount for integrity, growth and sustainability