Knowledge Centre
The Pay Challenge
With ever-increasing pressure from Shareholders, decreasing reward budgets and mounting regulatory requirements, organisations are re-assessing and optimising their management processes to increase efficiency and focus on the activities that bring them the greatest return on investment.
Total Reward describes the total benefit that an employee receives from an organisation, both financial and non-financial.
The holistic approach takes into account the entire work experience and shines a spotlight on performance.
It focuses on employees that are critical to the organisation’s success (top performers, high potentials and hot skills) by offering them a range of rewards that will engage them and focus their efforts on key organisational objectives, thus creating a culture of performance which drives profit and/or growth in the organisation.
This broad, long-term approach creates strong links between pay and performance, reward strategy and organisational performance, and investment returns.
Pay, when treated strategically, can be seen as an investment in organisational performance.
Value Creating Performance Indicators - January 2013
Remuneration Workshop Slides - 26 October 2012
- 2 Factors driving remuneration in SA
- 3 King III and remuneration
- 4 Fair wage debate Salary Structuring
- 5 Incentive scheme design and retention B
- 6 Reward in recessionary times A
- 6 Reward in recessionary times B
Employer brand identification on total reward structure
Drivers of wage demands in a low inflation and recessionary environment
How different pay-for-performance plans affect executive performance
Employer brand predictive model for retention 6May2011
Employees perceptions of whether monetary rewards would motivate
Employee perceptions of share schemes
The relationship between personality types and reward preferences
The impact of team based and individual pay for performance
Short-term Incentive Schemes for Hospital Managers
Reward preferences for generations in selected ICT companies 15Nov10
Readiness for implementation of a PM Windhoek municipality
Perceptions of fixed term contracts
Perceived effectiveness of employee share options as talent managent tool
Organisational readiness for implementing Performance Management System
Demographic preferences to consider when designing a recognition system
Current practice in regards to STI of middle managers
Confirming a theoretical pay constructs of variable pay scheme
Challenges facing auditing firms in retaining accountants (CA)
CEO pay performance sensitivity in financial services companies
Celita Begbie Research Article - Masters Degree - HR - LPC 14 May 2010
An evaluation of PM in the public service
An evaluation of communication, facilitation and project management
A Food-manufacturing manager's experiences
The Modern Face of Job Evaluation July 2012
The South African Labour Market
Public Sector Wage in SA 15 August 2012
Why has CEO pay ballooned 1 July 2012
Short-term incentives schemes for hospital managers summarised 6 June 2012
Reward preferences for generations in ICT companies 1 June 2012
Pay Increases vs Inflation Rate 23 April 2012
Total Reward - More than just the Rands and Cents
Link between Performance Management and LTI's December 2011
Company considerations regarding Share-based Executive Incentive Plans Oct 11
HR Future- Mobility black talent June 2011
Board considerations in approving Share-based Executive Incentive Plan designs short version June 11
HR Future- Trustee Remuneration April 2011
HR Future- Remuneration policy March 2011
HR Future- Attract, motivate & retain Jan 2011
Trustee remuneration November 2010
Remuneration Policy and Strategy - how to write it 22 November 2010
HR Future- Performance Appraisal (6) July 2010
Review of changes to Executive Share Incentives July 10
HR Future- Performance Appraisal June 2010
SEIS designing executive choice May 2010
HR Future- Performance Appraisal (4) May 2010
HR Future- Performance Appraisal (3) April 2010
The What, Why and How about Job Evaluation 29 March 2010
HR Future- Performance Appraisal (2) March 2010
STATE OWNED ENTERPRISE PAY 10 March 2010
HR Future- Performance Appraisal (1) Feb 2010
HR Future- Salary Surveys Jan 2010
The New Performance Appraisal 24 November 2009
Salary Surveys and Labour Markets in the Economic Downturn 27 October 2009
The Impact of Recession on Global Pay September 2009
What are your labour turnover telling you July 2009
Remuneration in a downturn June 2009
Gini coefficient of inequality June 2009
Remuneration in Mining Quo Vadis April 2009
Remuneration Committee Dilemmas March 2009
Individual Performance Related Pay (PRP) Nov 2008
Variable pay and choosing the right Incentive Scheme (IS) November 2008
Job Evaluation 12 October 2008
Remuneration Trends October 2008
Total Guaranteed Packages Dead or Alive August 2008
Rewarded for good governance August 2008
How to set remuneration strategy July 2008
Does Money motivates April 2008
What Should Companies Pay for Affirmative Action April 2008
Engaging talent retention and remuneration Why retention is one of the top issues in HR 7 April 2008
Managing the generation mix 2008
THE TOTALREWARD STATMENT, 20 July
Attraction and Retention - Remuneration options
Competencies-in-the-South-African-Context
Execu-Measure Executive Job Evaluation
JE - Evolution from Manual to Computerised
Long-term Incentives - Latest Trends
Perfomance-Management-Best-practice
Remuneration Committee Dilemmas
Salary Structuring - A Step by Step Guide
Selecting a System of Job Evaluation May 2009
Share-based executive incentive schemes
The-face-of-modern-Job-Evaluation
The-outlook-for-Executive-Remuneration
Total Remuneration Packages - The Trends and Conversion Issues
