the sara reward showdown - South African Reward Association
the sara reward showdown - South African Reward Association
the sara reward showdown - South African Reward Association
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11:15 Increasing <strong>the</strong> impact of pay through manager involvement<br />
The company keeps pay information as if it were a national secret. The organization tries to keep<br />
everyone happy by not explaining how <strong>the</strong> pay system actually works, but that just makes <strong>the</strong><br />
system more confusing and raises more questions.<br />
I have been with <strong>the</strong> company for more than 15 years and have no idea how our profit<br />
sharing/incentive plan works. I sometimes get some money but have no idea how <strong>the</strong> amount is<br />
determined or what I could do to increase it. I have never seen anything in writing that defines<br />
<strong>the</strong> plan. I don’t like that!<br />
In a world where Google is just a few clicks away, employees want more information about <strong>the</strong>ir pay.<br />
Nicolene de Beer, First National Bank<br />
Nicolene is <strong>the</strong> Head of <strong>Reward</strong> at First National Bank and has worked for FNB for <strong>the</strong> past ten years. Nicolene has a Masters degree in<br />
Human Resources Management and is a qualified Industrial Psychologist. She holds <strong>the</strong> Global Remuneration Professional qualification<br />
through WorldatWork in <strong>the</strong> USA is also a Faculty Member of WorldatWork. Nicolene is a proud founding member of <strong>the</strong> <strong>South</strong> <strong>African</strong><br />
<strong>Reward</strong> <strong>Association</strong>. The FNB <strong>Reward</strong> team won <strong>the</strong> SARA <strong>Reward</strong> Team of <strong>the</strong> Year Award in 2009.<br />
11:55 PANEL DISCUSSION: Are we managing remuneration so that it contributes to economic<br />
growth?<br />
Amongst <strong>the</strong> issues to be discussed are:<br />
<br />
<br />
<br />
<br />
Quantity or Quality of Jobs<br />
Lower <strong>the</strong> Wages and Employ More<br />
Minimum Wages vs Productivity<br />
Union Agendas<br />
Dr Mark Bussin, 21 st Century Pay Solutions<br />
Mark is <strong>the</strong> Chairperson of 21 st Century Pay Solutions Group, a specialist <strong>reward</strong> consultancy employing nearly 50 deep technical specialists.<br />
He has remuneration experience across all industry sectors and is viewed as a thought leader in <strong>the</strong> remuneration arena. He serves on and<br />
advises numerous boards and Remuneration Committee’s and has consulted in many countries. Mark holds a Doctorate in Commerce and<br />
has published or presented over 200 articles and papers and has received awards for his outstanding articles in this field. He is <strong>the</strong> current<br />
President of SARA (<strong>South</strong> <strong>African</strong> <strong>Reward</strong> <strong>Association</strong>) and is a Global <strong>Reward</strong> Practitioner (GRP) tutor.<br />
Martin Hopkins, Vodacom<br />
Martin is a specialist advisor to PricewaterhouseCoopers. He has a Master of Science degree from Carnegie Mellon University in <strong>the</strong> USA and<br />
extensive experience in advising Companies and <strong>the</strong>ir Board Committees, with a particular focus on Executive Remuneration, Strategy<br />
Development and Evaluation, Investment decisions, Value Driver Models, Balanced Scorecards, Performance Management and Information<br />
Technology to deliver Value.<br />
Gavin Hartford, Esop Shop<br />
Gavin Hartford founded The Esop Shop three years ago. After graduating with an Industrial Sociology Honours degree, Gavin began his<br />
professional career at SACHED, an educational NGO. In <strong>the</strong> mid-eighties he worked for <strong>the</strong> National Automobile and Allied Workers Union<br />
(NAAWU) and later <strong>the</strong> National Union of Metalworkers of <strong>South</strong> Africa (NUMSA), becoming a National Organizer and negotiator.<br />
Facilitated by: Jeremy Maggs<br />
12:35 Global Work Life Initiatives: The latest and greatest from around <strong>the</strong><br />
world.<br />
A great deal of attention is paid by human resources professionals in designing effective total<br />
<strong>reward</strong> strategies and programs that are aligned with <strong>the</strong> business and culture of <strong>the</strong>ir<br />
organizations…. and rightly so! However, it can be argued that many HR people spend a lot of<br />
<strong>the</strong>ir time on <strong>the</strong> compensation and benefit components of total <strong>reward</strong>s, and not enough on<br />
work-life programs. Global research confirms that <strong>the</strong> most carefully chosen, culturally<br />
appropriate, integrated and aligned work-life initiatives are what employees truly value in <strong>the</strong>ir<br />
<strong>reward</strong> packages. Additionally, many premier global organizations have already proven that <strong>the</strong>se programs are<br />
essential in creating a work force that is engaged intrinsically with <strong>the</strong> organization and its goals.<br />
John A. Rubino, Rubino Consulting Services (RCS)<br />
John A. Rubino is president and founder of Rubino Consulting Services (RCS), a global human resources consulting company based in Pound<br />
Ridge, New York USA. His areas of expertise are in <strong>the</strong> design and implementation of corporate values/objectives and <strong>the</strong>ir linkage to human<br />
resources strategies, performance-driven incentive plans, sales compensation programs, performance management systems, management<br />
training programs, team dynamics, leadership skills, motivational training, and human resources communication programs.