HaRe Group

HaRe Group will assist your organisation establish the performance and reward strategy and the remuneration software, systems & programs that will help sustain a high-performance culture.

We work in partnership with business leaders to develop the remuneration policy & practices that will encourage all employees to perform at their peak. Our capabilities in talent attraction, motivation and retention come from 40 years experience in Human Resources and 30 years of remuneration consulting to a wide range of businesses in all sectors.

Our remuneration advice is deeply rooted in the strategic needs of an organisation and its people. Our remuneration software can be tailored for any organisation.

HaRe Group consultants can help you to:

• Develop a performance and reward strategy that will sustain your Dominant Business Style¹ and your Preferred Organisation Culture²;
• Diagnose your business environment and establish a market alignment policy for performance based remuneration;
• Utilise performance measures that are based on your business strategy;
• Translate your organisational measures into team and individual performance measures;
• Develop remuneration programs that help to attract and retain your employees;
• Interpret market pay practices to support the design of competitive salary & benefits structures;
• Establish cost effective remuneration software & systems to review and fairly adjust employee pay levels (see below);
• Design variable incentive plans that support the execution of your business strategy and focus employees on critical objectives;
• Act on the needs & priorities of talented employees to maximise motivation and retention.

We also offer remuneration management tools to help you establish the most cost effective programs. For example:

• The Pay Structure Developer (PSD) is a flexible software tool that can construct an adjustable array of remuneration ranges to accommodate all employees. The PSD application includes: guidance on market pay alignment; a database of common market survey jobs; a position evaluation process (which may be bypassed in favour of the organisation’s preferred system); and a market pay data processing function. The PSD will deliver a remuneration structure with customised pay ranges of both fixed package and total annual remuneration for all job families.
• The Remuneration Planning System (RPS) can assist many companies build remuneration structures and establish a market-based salary review process that will minimise remuneration costs and help improve employee engagement. The RPS eliminates the pain of chasing & reconciling scattered worksheets; HR managers utilise one common on-line database; business leaders have bulletproof budgets; line managers easily compare, analyse & modify proposed pay increases and submit their recommendations with the click of a mouse.
• The Position Value Questionnaire (PVQ) is a simple but effective job evaluation tool. Using an easy multiple-choice format, the PVQ separately measures the relative value of familiar work attributes (eg. decision making, problem solving, business impact, knowledge, etc.). For efficiency, several different positions can easily be evaluated side-by-side. The levels defining each attribute will allow clear delineation of positions. The total Position Value scores are then used for market pricing and creating remuneration structures.
• The Job Ranking Tool (JRT) uses a forced-pairs analysis to place jobs in order of work value. The JRT compares each pair of jobs with respect to each major feature of work. The outcome is an aggregate score that value-ranks the selected jobs, which is often useful for defining job classifications.

We also provide Expert Opinions on Remuneration Matters under Supreme Court Rules.

In addition, we distribute Reward Strategy Newsletters to interested people on a variety of important performance and reward issues.
Click here to review our Newsletter archive.

1. Your Dominant Business Style is a reflection of your strategic objectives and competitive advantage – your DBS will inform your policies on total remuneration, the mix of base and variable pay, performance measures and organisation alignment to industry trends, etc.
2. Your Preferred Organisation Culture will guide your decisions on internal or external market pay relativity, job families, evaluation & grading, position bands, pay ranges & differentials, pay increases & remuneration review processes, performance management, team & individual incentives, discretionary bonuses, eligibility for benefits, “loose/tight” rules, and communication, etc..