GNA Site Index

Remuneration Strategy

Incentive Schemes

Balanced Scorecard

Job Sizing and Market
Remuneration

Board Remuneration

Contracts of Employment

Core Services

Remuneration Strategy Development

Remuneration Strategy Objectives:

Remuneration remains a critical issue in the management of human resources. How an organisation pays its people impacts on its capacity to attract the right people and to motivate them to remain focused on critical business objectives.

To achieve maximum return, an organisation's remuneration strategy must be integrated with business and human resource strategies.

In recent years there has been a shift in the way organisations think about remuneration. Greater market focus, broadening performance ranges and increasing the variable 'at risk' component are just a few of the changes that have taken place.

Support business and human resource strategies;

Attract, retain and motivate the best staff ;

Contain fixed remuneration costs;

Provide incentives for performance improvement;

Reward past performance;

Provide flexibility and responsiveness;

Provide the best return on expenditure.

Remuneration Strategy Considerations:

Remuneration market sector;

Target market positioning;

Remuneration structure design;

Job sizing mechanisms;

Capacity to pay;

Design of variable reward systems;

Ratio of fixed to variable reward;

The role of equity participation;

Alignment of Board and executive remuneration.

Geoff Nunn and Associates specialises in assisting organisations develop innovative remuneration strategies which support their business objectives - including 'performance based incentive schemes'. Over the past fifteen years we have had the opportunity to work with a diverse range of organisations to develop integrated and market aligned remuneration strategies.