How we remunerate employees reflects the dynamics of the market and context in which we operate. It aligns at all times to the strategic direction and specific value drivers of the businesses within which our organisation operates. Remuneration plays a critical role in attracting, motivating and retaining high-performing individuals. Remuneration also reinforces, encourages and promotes superior performance.

Through variable remuneration linked to value drivers, superior performance is recognised and rewarded, while poor performance and under-achievement are coached and managed. Remuneration is never a stand-alone management process, but is rather fully integrated into other management processes, such as the performance management process, and the overall Human Resources policies.


  • Organisation Strategy and Remuneration Policy
  • Job Roles and Competence
  • Job Evaluation
  • Setting Pay Levels
  • Salary Structures
  • Broad-banding
  • Competence and Skills-based Pay
  • Individual Performance and Based Pay
  • Allowances as a Component of Total Fixed Pay
  • Payroll
  • Variable Pay and Incentive Schemes
  • How to Design an Incentive Scheme
  • Sales Force Incentives
  • Long-Term Incentive Schemes
  • Employee benefits
  • Retention and Engagement
  • Recognition
  • International Assignment Remuneration
  • Remuneration Committee and Boardroom Fees
  • Remuneration Governance