Remuneration Management

The Remuneration Planning and Benefit Management capability of the Talent2 HRIS provides sophisticated salary management, compensation and grading structures, job evaluation and modelling tools.

Complex analysis and formula assignment allows for the determination and modelling of potential remuneration structures. The capability provides for remuneration having regard to both the level of work and personal performance. Roles can be evaluated using either the Hay or Cullen Egan Dell job evaluation methods.

Salary Packaging

Salary packaging allows remuneration planners to construct salary packages for employees showing the actual costs of package components and the total benefit of the package to the employee.

An unlimited number and variety of salary package components can be implemented including motor vehicles, insurances, bonuses, incentive plans, housing subsidies, company loans, superannuation, dependant benefits, etc.

Package modelling enables salary packages to be costed to compare benefits of various package structures to both the employer and the employee, without any commitment to the package. Once a remuneration model has been decided upon the package model may be adopted as the actual package for the employee. The facility to automatically update an employee’s payroll details from their new salary package is provided as standard capability within the Talent2 HRIS.

Employee salary package and payroll automation

Salary Survey Monitoring

The Salary Survey monitoring capability to the Talent2 HRIS provides the facility to record remuneration information from various industry sources. This allows for comparison of external (or internal) survey data, to present salary structures, with those of related organisations and/or industries.

Survey data can be recorded for each band within the organisation, and these bands may be grouped under ‘Job Codes’ to allow broader reporting. Many different surveys may be input over a period of time and used to build up a historical picture of remuneration movements over time for a particular band. Standard reports can be produced to display these movements.

Clear indications of position trends, via forecasting analysis, allow linked remuneration effects to be analysed prior to implementing new structures.