Averile Ryder
Human Resources Management in Edenvale

Implement a total rewards strategy in your organisation.

To empower organisations to pay their employees fairly, responsibly, inclusively and compliantly! To this end, and to ensure long-term effectiveness and sustainability, projects are discussed in detail with the client before implementation. The majority of our clients are located in South Africa, however, we also work within all the African Continent Countries, the USA and Europe. This includes reporting structures, job descriptions for all job categories and job evaluation (grading of jobs). We specialize in grading jobs using the Paterson System of Job Evaluation. An organization needs to have a plan as to what sort of payer they want to be and how to get there\. v Carrying out a wide range of salary and benefits surveys in particular in the NPO, Shipping, Sugar, Hospital, FMCG, Medical, Large and Small Banking Industries and Sectors in South Africa, ü How to grade jobs using the Paterson system of job evaluation. ü How to target and use the correct salary surveys and compute what your employees are being paid against the relevant market. We have the experience, references and skills to manage large compensation and human resource projects. Should you be interested in finding out more about how Averile Ryder Global Reward Specialists will be of benefit or can assist your organisation please feel free to call or email us to discuss your requirements. Performance Management is a cyclical process aimed at improving performance. Performance Management is an organised approach for managing individuals and groups. It entails processes such as planning, measurement, appraisal, action (rewarding, developing and improving) and monitoring. Performance management processes will differ from organisation to organisation, according to the strategic objectives or targets set by the organisation and in accordance with the organisation’s overall core business such as providing a service, manufacturing a product, etc. The research and the writer’s personal experience in dealing with numerous organisations’ have shown that any people equity interventions such as performance management and performance incentive bonus schemes, etc. will only achieve a modicum of success if the organisation’s internal and external equity measures are not perceived as transparent, fair and understood by all employee levels. Targets should be based on the achievement of all annual organisation targets in order of priority or urgency. The scheme should dovetail with the organisation’s reward strategy, i.e. There must be a defensible differentiation: this means that where employees stand to gain differing amounts that these are based on clear evident pre-determined performance measures and contribution levels or targets. The design of the scheme should reflect good corporate governance principles. The design of the performance targets needs to be reviewed annually to effect continuous improvement in line with market conditions and the organisation business strategy. There needs to be clarity around which performance targets and measures need to be managed as part of the day to day performance contracts or key performance areas and which targets and measures are those against which the performance incentive bonus will be paid. Averile Ryder Global Reward Specialists have developed a Performance Management Self Tuition or Workshop Manual. Taking the Target Setting Process further for each performance rating. Calculation of the Annual Remuneration Review percentage Increase and the annual incentive bonus pay-out.