Managing total rewards effectively requires that the offerings meet whose needs?

Managing total rewards effectively necessitates that the offerings align with both the organization's and the employees' needs. This dual focus ensures that compensation strategies not only attract and retain talent but also support the overall goals and financial health of the organization.

When total rewards are designed with consideration for employee needs, it enhances job satisfaction, motivation, and engagement, leading to improved productivity and lower turnover rates. This can include competitive salaries, benefits, work-life balance initiatives, and recognition programs tailored to what employees value.

Simultaneously, the organization must consider its own goals, such as budget constraints, market competitiveness, and the ability to drive performance and enhance its culture. By aligning the interests of both parties, a comprehensive total rewards approach fosters a positive workplace environment and supports organizational effectiveness and success.

The other options do not capture the necessary balance required for effective total rewards management. Focusing exclusively on either the organization or the employee limits the potential for creating a sustainable and mutually beneficial rewards system. Additionally, while considering external stakeholders may be relevant in broader organizational strategies, it does not directly pertain to the management of total rewards for employees and the organization.