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The leader unpacks the evolution of total rewards in APAC – from one-size-fits-all pay packages to personalised, holistic experiences that speak to every generation.
Gone are the days when a competitive base salary was the sole magnet for talent.
Over the last five years, the rewards space has undergone a quiet revolution – shifting from standardised pay structures to bespoke, people-first offerings that align with hybrid lifestyles, mental wellbeing, and meaningful career growth, Sampatkumar Aratti, Chief People Officer, APAC, LAPP, notes.
A seasoned strategic and results-driven HR leader with global experience, Sampat has seen accomplishments in India, Germany, and APAC Countries (China, Korea, Japan & Singapore) during the 25+ years of his progressive track record. He has been a key partner for senior leadership to shape and execute people strategies that drive organisational growth; which includes streamlining HR policies to align with the organisation's strategies, as a business partner to the CEO.
Ahead of his speaking engagement at #TotalRewardsSG, Sabarish Prasad catches up with Sampat to talk all things customisation, misconceptions about money, and what it really takes to be a future-ready C&B leader.
Q How has the role of rewards in talent attraction and retention strategies evolved over the last five years, especially in the APAC region?
Earlier (maybe in the early 2000s), rewards were very traditional & mainly revolved only around money, which is important – but not everything. Even in money, the initial trend was only fixed (base pay), which over a period now got expanded to variable pay or 'pay for performance'.
Major transformations have happened in the last few years, where companies have been shifting towards total rewards with the intent to customise to the needs the multi-generational workforce that we see in organisations today.
We now see trends of wellbeing benefits – related to hybrid working, mental health, and more – getting more focus from career development / enhancement opportunities – both in and out of the country.
I would say non-monetary rewards are gaining traction among youngsters, with the key aspect of personalisation and flexibility.
Q What is one C&B trend that you believe is powerful enough to stay for the long term?
Customisation of the package – from a fixed regimental approach to the belief that we cannot make everyone happy with the same approach!!! (One Size fits all approach is no more a belief)
Q As a seasoned rewards/HR professional, what do you believe are the most important traits for rewards leaders of today and the future?
The most critical ones include a data-driven mindset', competence in digitalisation, a strategic mindset, and more.
Q To end on a lighter note, what are the biggest misconceptions people have about total rewards?
On a serious note😊, the misconception of: "Employees stay because of money only or money can retain employees" is a misconception. I have personally hired a lot of people for a salary which is lesser than what their current package offers.
Q What are you most looking forward to in your speaking engagement at #TotalRewardsAsiaSummitSG?
Connecting with fellow HR professionals and learning some good practices.
I want to attend the conference: If you're keen to attend this closed-door conference, kindly register your interest here. For speaking opportunities, please write in to Sabarish Prasad. We look forward to welcoming you!
I want to sponsor: Engage in meaningful dialogue through dedicated speaking slots, roundtable discussions, and at your booths! If your organisation provides any talent solutions and products that you'd like to showcase, you’ll fit right into this event. To learn how you can sponsor, please reach out to a member of our team now!
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