Emergence Human Capital - Products

Remuneration Audits are typically requested by organisations to determine anomalies with regard to internal management of salaries, resulting in equity issues with regard to remuneration packages.

The prevalence of using the Cost-to-Company (CTC) Package Structure has increased dramatically over the past years, and conversions to this pay approach are becoming increasingly attractive.

Short-Term Incentive Scheme Design Short-Term Incentive schemes (STI’s) are typically used to reward and retain certain categories of staff, and/or superior performers. STI’s form a critical component of the Total Remuneration component of the pay mix, and is a common element in a well-established total rewards model. It is typically allocated/paid in addition to guaranteed pay. STI’s are the most common incentive type as it is a short-term goal that is set (up to 1 year), and can drive behaviour immediately and effectively for most categories of staff. Long-Term Incentive Scheme Design Long-Term Incentive schemes (LTI’s) are typically used to reward and retain certain categories of staff and/or superior performers. LTI’s form a critical component of the Total Earnings component of the pay mix, and is a common element in a well-established total rewards model. It is typically allocated/paid in addition to guaranteed pay and any form of short-term incentives.

Tailored reward strategies ensure that organisations are seen as attractive and competitive employers in the markets in which they operate.

These Reward Certifications are internationally recognised through our partnership with the Institute for HR Management Education (iHRME) and they are accredited with The South African Board for People Practices (SABPP). The CCM is geared toward the fundamentals of Reward Management (Reward Analyst/Specialist), whilst the CGCP is geared toward advanced Reward Management (Reward Manager/Exec level).