REM Solutions Blog
Getting a “yes” vote: how HR Analytics is becoming a key to shareholder engagement (and the foundation of ethical reward practice)
LinkedIn article: King IV guidelines and practice notes expect the remuneration committee to demonstrate how pay is fair, transparent and responsible within the organisation to all stakeholders. In addition, the remuneration committee should also be able to...
What Junk Status Means for HR and Reward Management – Part 2
Part 1 is available here, and deals with how Integrated Talent and Reward can drive retention even though available funds are shrinking. In Part 2, we’ll look at some of the low- or no-cost activities that can significantly improve retention of identified key...
What Junk Status means for HR and Reward Management – Part 1
The recent downgrade of South Africa to junk status by two of the three ratings agencies has wide-ranging impacts for our economy. Heads of Reward and HR need to understand the impact it has on our ability to attract, motivate and retain talent, and put plans in place...
Why every Head of HR and Reward should know about the Famous Brands ruling
Most of us know that the Employment Equity Act was recently amended, with one important change being what is now termed Equal Pay for Equal Work. This not only defines discrimination very clearly and more broadly, it also makes a significant change...
Why Big Data Will Lower Your Equal Pay for Equal Work Risk
In the simplest terms, the new Equal Pay for Equal Work legislation requires that any variations in pay between similar roles are for the right reasons. The right reasons could be experience, service, past performance, a talent score or scarce skills. Our challenge is...
You Could Spend Less on Employment Equity Reporting and Transform it from Data to Insight
"Data Rich, but Insight Poor". Many articles on Reward and HR Analytics have this phrase in them, referring to HR. Employment Equity Reporting is a great example of this. Many hours are put into gathering payroll data, generating spreadsheets, calculating income...
Eight Reasons You Should Outsource HR Analytics
Leaders of organisations are certain of two things: change will be constant, and demands on resources will grow. Organisations (and HR functions) that are able to see, predict and adapt to change will be the ones to survive. HR analytics lies exactly within the...
Why Are So Few Companies Doing Something about Equal Pay for Equal Work?
"Any good leader knows that if you want to solve a problem, you first have to know you have one. But when it comes to equal pay for equal work, even the best corporate citizens are often unaware that they may have a pay gap problem. In our 21st Century economy,...
My Three Favourite Talent Visuals (or Why Visual Data is a Key Talent Retention Tool).
I've emphasised before that one key reason to use BI and Analytics in HR is that it is integrative, taking multiple sources of data and making it visual - easy to quickly assimilate. Talent information is no different. In fact, it is one of the most effective uses of...
Why Have So few Reward functions Adopted the Analytics Tools Used Elsewhere in Business?
(LinkedIn article, posted 12 November 2016) And, if the cost, time and influence benefits have become obvious to me, how do I adopt this? The barrier, or perceived barrier, is the combination of attributes needed: Confidentiality. The obvious solution to a technology...
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