Remesys is a market leader with a record of success in delivering innovative solutions that assist organisations to manage and streamline their review processes. We have implemented our solutions at organisations across the Asia Pacific region for salary reviews, performance reviews, variable pay and share/equity allocation processes.

Our salary review, bonus, incentive and performance management solutions have been implemented in a range of organisations including AGL Energy, Allianz, AMP, Aristocrat, Australian Unity, Boral, Bupa, Canon, ClearView, Cristal, Ericsson, Fonterra, Foxtel, GrainCorp, Herbert Smith Freehills, HCF, iiNet, IOOF, Leighton Contractors, Mission Australia, Mitsubishi Australia, Mitsubishi Development, Nutricia, Pacific Brands, Perpetual, Pitcher Partners, Programmed, QBE, Salmat, SMS Technology and Management, Sportsbet, StarTrack, Sydney Water, Thales, United Group Resources, The Australian Industry Group and Wolters Kluwer.



  • Logo Canon"A material amount of time was saved by using R.Review. This allowed us to provide additional value add to the business during the review and reduced the number of late nights, previously considered a necessary evil of the review.”

    Reward and Recognition Manager, Canon
  • Logo Salmat"Managers took to the system with ease. They were pleased that their previous feedback had been taken on board and appreciated that their main concerns and needs relating to the salary review process had been addressed. At all levels the feedback received was overwhelmingly positive.”

    Remuneration Consultant, Salmat
  • Logo Ericsson"Not only did R.Review address the key areas that we had identified for improvement in our review processes, but extra software features, such as generated recommendations and automated letter production, were highly beneficial and were well received by our managers.”

    Manager Performance and Reward, Ericsson
  • logo agl“The service level provided by Remesys is exceptional. Whenever a challenge is presented during rem review, Remesys are always available (no matter what time) and provide a solution to our issue in a timely manner. Remesys appreciate the sensitive nature and impact of issues on people during a remuneration review and keep their sense of humour.”

    Head of Remuneration and Benefits, AGL
  • logo australian unity“R.Review not only met our expectations from the HR end, but from our managers perspective it was a seamless transition. The Remesys Consultants were always there to help us through the whole process.”

    HR Business Solutions Manager, Australian Unity
  • logo australian industry"The Remesys consultants were a delight to work with; they were highly responsive to any of our requests or queries. In particular they were very mindful of the project plan, and kept the project on deadline.”

    Human Resources Manager, The Australian Industry Group
  • logo australian industry"The system was incredibly intuitive, meaning that HR generally did not have to provide any training; i.e. the Directors and managers were predominantly self-sufficient in navigating their way around.”

    Human Resources Manager, The Australian Industry Group
  • Logo Canon“Remesys consultants are always very quick to respond, even outside of normal business hours."



    Reward and Recognition Manager, Canon
  • Logo Canon“The other real surprise was the ease in the letter preparation. Usually this is the most painful step of a review and with this product it was a breeze!"

    Reward and Recognition Manager, Canon
  • logo bupa“From a new user's perspective we found that R.Review was intuitive and easy to learn, and of great assistance throughout the rem review process."

    Remuneration Specialist, Bupa Australia
  • logo pitcher partners“Access to data can be achieved within a few steps, which means a more effective response time to the business."


    Director Human Resources, Pitcher Partners
  • logo ericsson"The Remesys tool is a good initiative and makes the line manager’s job much easier".



    Line Manager, Ericsson
  • logo bupa“The process ran smoothly, with less time spent on administration. Reporting from R.Review meant that any time spent was focussed on areas that needed it."

    Line HR, Bupa Australia
  • MAL logo"Managers knew they could rely on the systems automated workflow process to deliver their recommendations to other decision makers for comment or approval, with confidence in data integrity and delivery.”

    General Manager Corporate Affairs, Director and Company Secretary, Mitsubishi Australia Ltd
  • MDP logo“R.Review provided managers with a better understanding of our remuneration policy, market positioning and internal relativities. This increased their confidence to make informed decisions that they could justify to their staff.”

    General Manager Human Resources, Mitsubishi Development
  • MDP logo”R.Review allowed us to take advantage of an integrated solution with a common approach across both our companies whilst being tailored to each of our unique requirements. This saved on costs without sacrificing the flexibility we needed.”

    General Manager Human Resources, Mitsubishi Development
  • logo nutricia“The team at Remesys were always extremely responsive and willing to assist at a moment’s notice. Their obvious expertise and proactive approach to solving problems made the transition to R.Review very smooth.”

    Human Resources Manager for Australia and New Zealand, Nutricia
  • logo salmat"I encountered real customer service and incredibly helpful consultants. This has continued to be extended well and truly beyond the point of sale. I have been exceptionally impressed with the level of ongoing support and guidance provided by Remesys.”

    Remuneration Consultant, Salmat
  • logo sydney water“R.Review enabled our process to be more streamlined and reduced the completion time of the review for 550 senior managers by approx. 2 weeks. Letters were quick and easy. The system is easy to use and provides the flexibility for managers to change TRP increases when required.”

    Reward and Recognition Manager, Sydney Water
  • logo sydney water“The Remesys consultants were excellent, very helpful and always available when help was required.”


    Senior HR Consultant, Sydney Water
  • logo sportsbet“I have been extremely impressed with Remesys’ approach to our current system implementation. Everything has gone smoothly, quickly and according to plan. The Remesys consultants have been incredibly supportive throughout the process, always on hand to answer our queries with timely responses and progress updates. I would recommend Remesys to anyone looking for an online remuneration and performance tool. The product itself is fantastic, but the service and support provided by the team ensures we will get the outcomes we were after.”


    Performance & Reward Manager, Sportsbet
  • Logo Salmat"Some of the reasons we selected R.Review over other offerings included Remesys absolute commitment to meeting our tight implementation deadline, their level of commitment to their customers, their understanding of the salary review process, their willingness to accommodate our processes rather than Salmat having to adapt to the product, and the simplicity of the system for managers recommending and approving salary increases.”

    Head of People and Culture, Salmat

Performance Review - Bupa Case Study

Bupa Australia has implemented a performance management solution that underpins their pay for performance agenda, matches the requirements of their current incentive schemes and includes the flexibility to change rules, criteria and processes organically.

Bupa Australia’s primary focus is on improving health outcomes for customers. It has received several HR industry awards for innovation and best practice arising from the alignment of their people’s goals with the desired outcomes for the customer. Bupa Australia employs over 2,500 people across its insurance, optical care, health coaching and wellness divisions. The diversity of businessess and services provided is reflected by an even more diverse range of employee positions, skills and situations.

The Challenge

Bupa Australia recognised that effective performance management is a key enabler for ensuring that people are performing at their personal best and has developed a strong and transparent ‘pay for performance’ remuneration strategy. The pay for performance culture is carefully fostered. Bupa train all HR Business and Recruitment Partners, ensure managers are inducted into the performance culture, support the managers but hold them accountable, drive performance through clear links between achievements and bonus awards and ensure all systems re-enforce the strategy.

Bupa’s existing systems for managing performance consisted of a combination of Excel-based scorecards, a scorecard Library database and manager instigated performance discussions. The Excel scorecards limited the ability to track, analyse and report upon the process across the organisation while other elements of their performance workflow had become unstable, were not user-friendly and performed inadequately during times of peak-usage. The HR team had concerns about the ability of the systems to meet operational requirements.

Bupa's Requirements

Bupa needed a performance management system that would replicate the existing scorecard and scorecard-library functionality, manage the workflow between managers and their teams, incorporate specific incentive-driven functionality as well as deliver the added functionality of a standard 'off the shelf' system. Not only did the system need to meet specific immediate requirements but it had to include the flexibility to adapt to organisational changes in the future.

The Selection Process

Having made the decision to implement a performance management system, Bupa set about the selection process. Demonstrations by the leading performance management system vendors were arranged with submissions assessed against system functionality, customer service and value for money. From a systems functionality perspective, Bupa had very specific requirements and could not risk ‘bending’ their established processes to fit within a vendor’s framework. It was also critical to Bupa that they choose a partner who could offer genuine after-sales service by people with direct and ongoing understanding of Bupa’s performance culture.

It was for this reason that Remesys was invited to present R.Performance. Although R.Performance had only recently been released, Remesys were already a trusted software partner with a proven service track-record.

Remesys recognised that Bupa would require a unique, sophisticated and highly configurable performance management solution to achieve their aims. Remesys’ understanding of Bupa’s processes, coupled with years of outstanding service in delivering R.Review, Remesys remuneration review software, gave Bupa the confidence to partner with Remesys for performance management.

The Solution

Remesys provided Bupa with direct access to an experienced implementation team that was involved in all phases of the project, from scoping to implementation and training.

The solution was rolled out in January 2012 and has since been used by managers and their teams across the organisation. The system’s flexible design has enabled some innovative uses. Although R.Performance allows HR Admin to construct scorecard templates which target specific roles or divisions, Bupa has instead, elected to let their people construct their own scorecards in collaboration with their manager in the system’s first year. This will allow Bupa to analyse the performance and behavioural objectives entered into the system and give Bupa tremendous insight as to how their people believe they should be measured. Another innovation is a section of the scorecard that Bupa opted to make compulsory, asking people about their career aspirations and willingness to relocate within the organisation. This is a fundamental part of Bupa’s talent management agenda.

Remesys’ high level of service and partnership with the business continues as the system is adjusted based upon ‘live’ experience. This has resulted in high acceptance of the solution. Other system enhancements include integration and single-sign-on with R.Review yielding an end-to-end workflow for management of Bupa’s pay for performance strategy.

Bupa has successfully rolled out a performance management solution that has been accepted by their people, meets the criteria and requirements of their current incentive programs and includes the flexibility to change their criteria and processes organically.


"From a strategic outcomes perspective, our pay for performance approach has been considerably strengthened through the incorporation of R. Performance, where we can ensure mutual agreement of all objectives, regular performance discussions and feedback, and robust career planning & development. With all elements of performance planning now transparent to the HR Operations team, we have the ability to specifically target managers in the business in need of coaching, and work with them on increasing the quality of performance plans."

Head of HR Operations


R.Performance case study


Bupa takes pride in delivering high quality health cover that is affordable and represents real value. Bupa look after the needs of more than three million people in Australia and New Zealand providing a range of healthcare services to help live a healthier life.
R.Performance provides an intuitive system which facilitates the mutual agreement and review of KPI’s throughout a Performance Cycle including Individual Performance Goals, Behavioural Goals, Career Planning and Development Goals.
  • Provides Bupa’s people and managers with significant input into the structure of their goals and how they should be measured whilst allowing administrators to ensure that organsational goals and targets are appropriately incorporated into the mix.
  • Provides a permanent record of performance, behaviours, career and development plans.
  • Draws hard links between the results of Performance Reviews and remuneration and bonus awards.
  • Requires minimal training allowing all managers to get up to speed quickly.
  • Provides administrators with ‘Shadow Access’ so they can provide help over the phone precisely when managers need it.
  • Delivers reporting on the completion of each aspect of the annual Performance Cycle facilitating reporting at all levels, calibration by senior management and feeding metrics into various other decision making criteria.

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