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Making a connection between reward and result

12 January 12

Interview by Marcus Evans with: Philippa Youngman, Director, Pivot Software

"In a performance-based culture, where the organisation is achieving its goals and employees are rewarded for their contribution, employees are less likely to seek employment elsewhere," says Philippa Youngman, Director, Pivot Software.

From a sponsor company at the upcoming marcus evans HR Summit 2012, taking place in the Gold Coast, Queensland, Australia, 4 - 6 March, Youngman discusses why it is essential for Human Resources (HR) executives to create a transparent workplace environment through performance management.

What challenges do HR directors face when dealing with remuneration?
The volatile employment environment of the last three years has highlighted the need for a remuneration policy that can survive the good and the bad times without employees feeling that the goalposts are changing constantly. When an incentive plan that has no real connection with organisational or individual performance, such as a Christmas bonus, is suddenly stopped, employees may blame the global financial crisis. This shows employees that the remuneration policy is controlled by the external environment, therefore performance will decrease.

A true performance-based plan clearly communicates the connection between rewards and results, which engages employees in the outcome. In a performance-based culture, where the organisation is achieving its goals and employees are rewarded for their contribution, employees are less likely to seek employment elsewhere. Read more

 

Fuji Xerox achieves better visibility and transparency of rem process

28 November 11

Fuji Xerox Australia has recently competed their first review cycle for 1300 employees using Remuneration Ally. HR Service Centre Manager, Margaret-Anne Gilbert, says managers have commented that this review was the best they had been involved with. “Remuneration Ally is very intuitive. Managers found it really easy to use and required minimal training,” she says.

With a diverse workforce and people based all across Australia, Remuneration Ally has enabled Fuji Xerox to shorten their review cycle, better engage managers and reduce workloads of HR staff.

“What was really attractive was the live data and being able to see exactly where we were at in the process at any time. Increased transparency in the process also allowed us to clearly see the link between performance and remuneration, which hasn’t been so straightforward in the past.” Read more

 

Performance Management in a Facebook world

18 November 11

You all know the stats. 10.3 billion Google searches per month, a third of us spending more than three hours online per day, one in every eight minutes online spent on Facebook, one person  in five using smart phones to purchase goods.

The world is changing as we all do business and socialise more and more online. This article could be filled with mind-blowing statistics about how much the world is changing, how consumers have so much more power, business models are changing, new industries rising and others are failing.

As HR professionals are we adapting to this new world?

Are we aware of similar shifts that are happening amongst employees who are online and informed? Employees, like consumers, are empowered with more information, have a greater ability to move jobs, are exposed to publicity about high executive payments and what they are worth in the market. Read more 

 

Can the RFP process for HR software be improved?

10 November 11

Philippa from Pivot with Francesca Vechi from Caltex presented at the AHRI Technology Conference in Melbourne last month. Philippa and Francesca talked about how the RFP process for HR software can be improved, and used to deliver solutions that really make a difference.

Read about Caltex's category management process in this presentation. Caltex is Australia’s leading transport fuel supplier and convenience retailer and the only integrated oil refining and marketing company listed on the Australia Securities Exchange.

Click here to view the presentation used at the conference to find out why a typical RFP Process needs to change. 

 

Transformation in the world of HR Technology

29 September 11
 

Come and hear Philippa Youngman from Pivot Software and Francesca Vechi from Caltex present "Why RFP doesn't stand for ‘REALLY FUN PROCESS': Transforming the RFP process for HR solutions" at the 2011 AHRI HR Technology Conference, 12 October at The Sebel Albert Park Melbourne.

Philippa and Francesca will look at how the RFP process for HR software can be improved, and used to deliver solutions that really make a difference.

We also invite you to come and visit Pivot's tradeshow stand (booth #17) during the event.

About the AHRI Technology Conference
The 2011 Conference will focus on the uptake of new technology and how it is transforming the world of HR.

Features of the conference program include:
• Innovation approaches
• Technology in practice
• Implementation
• Emerging technologies

Who should attend the conference?
Human resource and people management, information technology and finance professionals, all of whom are involved in the review, assessment and purchasing of HR technology solutions.

For more information and to register, visit www.hrtech.ahri.com.au  

 
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