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

• Broad-banding

• Individual Performance-, Competence and Skills-based Pay

• Pay Structures

• Setting Pay Levels

• Payroll

• Team-based Pay

• Sales Force Incentives

• Variable Pay and Incentive Schemes

• How to Design an Incentive Scheme

• Employee benefits

• Cost-of-living calculations

• International Assignment Remuneration

• Retention and Engagement

• Recognition

• Executive and Boardroom Pay

• Remuneration Committees, Governance and NED Pay

• Long-Term Incentive Schemes

• Reward Trends