Attracting and retaining the right people with the right skills and best fit should be a key focus for all companies. Whilst there are many factors attributed to attracting and retaining personnel however the best intentions may well be eroded without a meaningful remuneration and benefit strategy.
Ideally, there should be a well-defined link between organisational and individual performance and the remuneration of key personnel, especially in tight labour markets. Furthermore, as a minimum, remuneration should be reflective of minimum legislative and award compliance.
Whilst it is common practice to link rewards to performance, the provision of bonuses, incentives and the like is often a very difficult thing to get right.
At Skildare we provide relevant and tailored Remuneration and Benefit policies and procedures to ensure our clients have the right remuneration strategies in place to suit their conditions, culture and industry.
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