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The key to the management of remuneration costs is the
development of remuneration structures which are specifically geared to
your needs.
A successful remuneration strategy will ensure that you are
able to recruit the right people, with the right mix of skills, to ensure
that your organisation can meet its business objectives. To do this
your remuneration strategy must balance four conflicting forces:
- Your
organisation's needs and values
- The needs and
aspirations of your employees
- The internal
relativities between positions and roles
- the external
market value of the positions and skills needed
Getting the balance right is the key challenge of developing
remuneration strategy.
We will work with you to develop:
- Broad Banded structures
- Traditional
multi-grade structures
- Performance
and Competency based remuneration structures
- Market-based
remuneration structures
- Employee
Progression Programmes
Our Strategic Remuneration services follow the model developed
for Cubiks, and successfully adopted by many New Zealand employers.
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