At That Point
  • home
  • services
  • about us
  • our work
  • our thoughts
  • SAIPA Newsroom

Stay relevant to workplace changes or risk extinction

1/9/2016

0 Comments

 
Picture

Why it’s important for reward professionals to stay on top of industry trends 
​

The way an organisation rewards its employees is critical to overall productivity and the success of the business. Reward management must therefore link directly to the changing needs of organisations to ensure that employees are suitably aligned.
 
This is according to Peet Kruger, Executive Committee Member at the South African Reward Association (SARA). “The biggest assets of any business are its people and business needs to keep in mind that the way they reward people has a direct effect on how business goals are achieved.”
 
Total Reward management takes into account more than just base pay; it also looks at what people need to be productive and positive in a fast changing work environment, especially with technology significantly changing the way organisations do business.
 
It is thus critical that Total Reward professionals – those individuals responsible for creating effective Total Reward value propositions for employees – remain on top of industry trends and get advice and support on how to successfully navigate the minefield of challenges faced due to the changing landscape of business. One such way is by attending the annual conference of the South African Reward Association, taking place on 3 and 4 November 2016.
 
“Even though we have easy access to information these days, it is important that reward professionals attend this important industry conference,” say Kruger. “Attending the event and learning about the latest trends and how they are impacting the industry and are being exploited for maximum benefit expands your knowledge base and gives you something valuable to take back and apply to your own work environment”.
 
Delegates can expect to participate in discussions around future trends and changes affecting Total Reward practices from a variety of leading reward practitioners including those considering new ways of approaching performance management.
 
Performance Management – No middle ground
Once seen as a key driver of employee productivity, business leaders are now starting to consider conventional performance management systems as ineffective, too expensive, time-consuming and often demotivating.  In recent times we’ve seen companies such as Telkom, ICASA, SAP, Adobe, Sears, Microsoft and others either drastically revamping their traditional processes and systems or moving towards cutting-edge and integrated performance management systems.
 
“There is a lot of talk around alternatives to key elements of the traditional approach to performance management and one of them is around reviewing the ratings-based system,” says Dr Bussin, Executive Committee Member at SARA and Chairman of 21st Century. “If you get rid of ratings, then the business becomes a rating-less environment. Of course, the line managers may be delighted by the notion of not having to rate their people, but HR is often baffled by the impact of this. There is therefore one very important question that needs answering before everyone jumps onto this ship – how do you create a solution which assesses performance without a ratings-based system and still enables a business to comply with legislation such as South Africa’s Employment Equity Act?”
 
“There still needs to be a way of managing the relationship between the employer and the employee, to direct their efforts towards what the organisation and the individual want to achieve,” agrees Lindiwe Sebesho, SARA president and a panellist at the 2016 SARA Conference.  “Whilst various studies have proven that traditional approaches do not work for many businesses and employee profiles, Reward professionals need to ensure they adopt appropriate approaches from the best practice trends and clearly define the objectives of their performance management practices. Instead of a “one size fits all” approach, is it possible to consider hybrid models that enable flexibility and empower both managers and employees in different types of businesses to optimally contribute towards business success?”
 
Facilitated by Dr Bussin, the panel discussion is set to examine these questions using insight and active engagement to address the issues from every corner. Panellists include John Ludike, an Independent Strategic Talent & HR Consultant, Nhlamu Dlomo, Executive Director: HR and Advisory Partner, KPMG and SARA President Lindiwe Sebesho, who is Head of Performance Management and Recognition at Barclays Africa Group Limited.
 
Prof Robin Snelgar, HOD Industrial and Organisational Psychology, NMMU, will also touch on the question of whether excessive rewards lead to decreased performance.
 
Managing the talent of tomorrow
“New insights from neuroscience on what really drives people and how to create environments in which they can thrive along with the technological tsunami and changing social world are impacting on the role of Total Reward professionals.” explains Marie-Claire McLachlan, Executive Committee Member at SARA and Director of CultureCode.
 
“In this VUCA (volatile, uncertain, complex and ambiguous) world, with its forever changing landscape, complexity and stress is on the rise. Total Reward professionals need to better understand how to create “brain-friendly” work environments in order to better engage people and enable a ‘toward’ state in which people can  access the parts of the brain which are needed to collaborate, co-operate and tap into creative thinking and problem solving abilities. The question is how – the answers are at the event.”
 
McLachlan will be examining the topic of Rewire for Change and a New World and the impact of change on how people perform and engage with the organisation.
 
For more information on the 2016 South African Reward Association Conference taking place on 3 and 4 November 2016, visit http://bit.ly/SARAConf2016

ENDS
​

MEDIA CONTACT: Cathlen Fourie, 012 644 2833, cathlen@thatpoint.co.za, www.atthatpoint.co.za  

For more information on SARA please visit:
Website: www.sara.co.za  
Twitter: @SA_reward
LinkedIn: South African Reward Association
Facebook: SARA – South African Reward Association ​​​​​​​
0 Comments



Leave a Reply.

    Archives

    February 2021
    November 2020
    September 2020
    August 2020
    July 2020
    June 2020
    May 2020
    April 2020
    March 2020
    February 2020
    December 2019
    November 2019
    October 2019
    September 2019
    August 2019
    July 2019
    June 2019
    May 2019
    April 2019
    March 2019
    January 2019
    December 2018
    November 2018
    October 2018
    August 2018
    May 2018
    April 2018
    March 2018
    February 2018
    December 2017
    November 2017
    October 2017
    August 2017
    July 2017
    June 2017
    April 2017
    March 2017
    December 2016
    November 2016
    October 2016
    September 2016
    August 2016
    July 2016
    June 2016
    May 2016
    April 2016
    March 2016
    February 2016
    January 2016
    December 2015
    November 2015
    October 2015
    September 2015
    August 2015
    July 2015

    Welcome to the South African Reward Association newsroom.

    Categories

    All
    2016 SARA Reward Awards
    2016 South African Reward Association Conference
    ABSA
    Chris Blair
    Covid-19
    Deon Smit
    Dr Mark Bussin
    Dr Ronel Nienaber
    Economic Growth
    Employee Empowerment
    Employee Engagement
    Employee Performance Management
    Executive Bonuses
    Executive Pay
    Executive Remuneration
    Female Employees
    Financial And Non Financial Rewards
    Financial And Non-financial Rewards
    Fixed Pay
    FNB
    Gender Inequality
    Gender Pay Gap
    Global Workforce
    Incentives
    International Mobility
    Jerry Botha
    Job Security
    Job Seekers
    Kevan Hawley
    Khokhela Consulting
    Kim Lombard
    King IV
    Laurence Grubb
    Lindiwe Sebesho
    Living Wage
    Marie Claire Mclachlan
    Marie-Claire Mclachlan
    Martin Hopkins
    Minimum Wage
    Morag Phillips
    MTN
    Nazlie Samodien
    Negotiating Salary
    Nicol Mullins
    Pay Discrepancies
    Pay Gap
    Peet Kruger
    PwC
    Remuneration Resolutions
    Reward Awards
    Reward Systems
    SARA
    SARA Conference 2015
    SARA Conference 2020
    Shareholder Votes
    Standard Bank
    Technology
    Termination Pay
    Total Reward Internship Programme
    Total Reward Package
    Total Rewards Model
    Total Reward Strategy
    UIF
    Variable Pay
    Wage Freeze
    Wage Negotiations
    Women In Business
    WorldatWork
    Zuma

    RSS Feed

CONTACT US

office [at] atthatpoint [dot] co [dot] za
© COPYRIGHT 2020
ALL RIGHTS RESERVED.

  • home
  • services
  • about us
  • our work
  • our thoughts
  • SAIPA Newsroom