Mastertek Insights

The form and function of executive and employee reward continues to be the subject of much debate.   Unless fortunate enough to have found our true calling or to be financially independent, most of us do not have the liberty to  present for work without asking for a reasonable salary in return.  From an employers’ perspective, offering a fair level of fixed remuneration makes good sense – in so far as one would hope that the employee then feels obliged to turn up for work on a consistent basis if nothing else!...

A key aspect of our work at Mastertek revolves around the design, development and implementation of effective remuneration and reward strategies.  In local government this area of our work has typically focused on the management and maintenance of salary systems, including; job evaluation methodologies and their application, salary structures and approaches to salary progression and, less common in local government, the use of incentive plans and employee recognition programs.....

Developing a salary system for the first time can be a daunting prospect. Reviewing and replacing an existing system has often proved to be an even more challenging proposition for many of our clients.  Part of the problem, as with many remuneration and reward-related practices, may be over complication or the perception that it will somehow be a painful experience...

How many times have you been challenged by an individual claiming that the organisation is underpaying or not competitive? Often times what they really mean is:
[minti_blockquote]"I know at least one company that pays at least one person more than I'm paid for doing what I think might be a similar job."[/minti_blockquote]