Remuneration Planning System

The RPS will design your remuneration structures and establish an employee pay review system that will help minimise employment costs and improve employee engagement.

We provide cost effective solutions for smaller, homogenous companies, up to larger, more complex organisations.  The RPS can deliver a routine salary review system, or a detailed process to analyse and assess all elements of remuneration and benefits. 

The backbone of the RPS is a pay range for every employee - individual pay relativities are measured with compa ratios. Company budgets, relative performance and compa ratios propose how fast an employee should move up his/her pay range. This approach is widely accepted as good (cost effective) remuneration management. Click here to see how market leaders manage remuneration.

The main components of the RPS are outlined in the following chart:

All Band ranges in the remuneration structure can be anchored to job family pay rates by location, and have the elasticity to match the nature of your business. The RPS also guides your pay review decisions by providing a fair and accurate comparison of employees' pay and their performance to "market relevant" pay ranges.

We offer a cost effective modular solution to multi-user remuneration management

The Remuneration Planning System can be installed with a nucleus of modules that are essential to less complex organisations. The key features of the RPS nucleus include fully integrated processes to:

• Select your benchmark positions from a comprehensive database already aligned to common survey jobs;
• Align all benchmarks to imported market survey data from multiple sources;
• Adjust market pay rates for survey age and your remuneration review cycle;
• Specify a market target pay rate and a range elasticity percentage for each job family;
• Construct remuneration ranges for bands of positions, by job family;
• Upload, analyse and model your employees' remuneration & performance data;
• Construct a remuneration budget for all employees;
• Quantify the risk of anomalies - in particular, low paid/ high performing employees;
• Provide secure on-line access to managers throughout the organisation, filtered by job family and/or location and/or department;
• Allow simultaneous multi-user decision making on individual pay settings using true pay & performance relativities;
• Automate the submission of recommendations to up-line managers;
• Monitor actual outcomes against your remuneration budget;
• Calculate real-time base salary increases for export to your payroll system.

Several modules can be added individually to suit the needs of larger, more complex organisations.
For example, there are modules to:

• Diagnose your business environment and guide your market pay alignment & elasticity policies;
• Add unspecified benchmark positions and job families, as required;
• Evaluate and delineate unlimited positions throughout your organisation;
• Differentiate market pay rates by location;
• Construct remuneration ranges for bands of positions, by location;
• Manage multinational locations using global market data and a currency exchange rate facility;
• Construct separate remuneration budgets for each division, business unit and function;
• Present charts of actual employees' pay levels against band midpoints, by job family and country;
• Manage incentive plans for participating employees (subject to customisation).

Whichever modules you include, the RPS will provide a streamlined and robust solution to remuneration planning and your employee pay reviews - forget about the problems caused by disseminating and merging worksheets.

Other features of the RPS include:

• Operating the RPS within a corporate intranet (installed on your network server using Microsoft .NET (C#) and an MSDE / SQLServer Express database)
• The cRPS, an alternate version that operates in the cloud and will allow users to login via the internet
• Live entry screens in simple worksheet formats in all RPS modules
• Importing and exporting unlimited market data and all employee records from/to Excel worksheets
• Immediate access to common databases by all users in real time
• A secure ID and password for every user that allows variable access and edit capabilities (eg. a manager may only view subordinate staff and edit their proposed pay data)
• Restricting major database changes to the RPS Administrator (eg. deleting an employee record)
• Recording the activity of users and limiting actual pay variations within agreed budgets - all changes to the live database can be seen instantly
• Saving every "Pay Review" - all enduring data (eg. alignment of benchmarks to survey jobs) will roll forward into a new Pay Review.

Implementation support is available to all clients.

For a demonstration of how the HaRe Group RPS may be applied to your specific requirements, please call Simon Hare
on (03) 9521 9132