Resources & News


  • Pivot Software and Remesys are merging to offer a stronger local choice for talent management software.

    We are delighted to announce the merger of our operations with Pivot Software, to create a larger, stronger force in the talent management software space across the Asia Pacific market.

    Read more ...

Resources & News

TALENT SOFTWARE FIRMS MERGE TO CREATE ASIA PACIFIC FORCE

Remesis and Pivot Merge

Pivot Software and Remesys are merging to offer a stronger local choice for talent management software.

We are delighted to announce the merger of our operations with Pivot Software, to create a larger, stronger force in the talent management software space across the Asia Pacific market.

Read more ...

Killing off the Performance Review: And why it’s not such a good idea…

Do you need to de-Dilbert your company?

This particular cartoon highlights everything that people don’t like about performance management, i.e. the single performance review that happens once a year, or maybe not at all, where performance is assessed based on the most recent few weeks and results in an arbitrary outcome that employees struggle to engage with and to top it off was probably more influenced by external factors, than management would like to admit.

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Welcome to the September edition of R.News

by Andrea van Olst, Senior Remuneration Consultant, Remesys

Dilbert

If you are anything like me then every time you read Dilbert you will laugh out loud but also cringe a little at just how close to home it is. In this edition of R.News, we review the need for the Performance Review, offer some tips for your variable pay strategy and share Danone Nutricia's R.Review journey...

We would be happy to meet with you and take you through the incredible benefits you can realise for your organisation using R.Performance.

Contact us to request a demo.Subscribe to R.News

Re-thinking your Variable Pay Strategy…?

The inclusion of a variable pay component within a Total Rewards Package is increasingly becoming standard practice and employees now view the existence of the incentive plan as mandatory. The challenge for organisations today is to ensure that their incentive plans balance the requirements of the business, with the desires of the individual, offering something that differentiates you from your competitors while still remaining financially viable for the business.

Whether designing a new incentive plan, or just re-thinking an existing one, make sure you consider the following:

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The Danone Nutricia Experience

Nutricia is one of the growing number of organisations experiencing the benefits of implementing R.Review, an online solution to manage the salary and incentive review process. In implementing R.Review Nutricia have reduced the administrative burden of managing their review process and received fantastic feedback from their managers about the new approach.

Nutricia, part of the France based Danone Company, has a mission to bring health through food to as many people as possible. Nutricia is recognised as the leader in specialised nutrition and operates in a unique position in the global market as the only company whose entire business is based on nutritional products and support for all age groups.

Following their first year of using R.Review, Remesys’ award winning SaaS salary review solution, Mandy Allen, Nutricia’s Human Resources Manager for Australia and New Zealand explained their reasons for implementing R.Review and their experiences throughout the process. You can read the case study here or Downlad the PDF version.

In the past 12 months companies such as Boral, ClearView, Cristal, Foxtel, GrainCorp, HCF, IOOF, SMEC and Sportsbet have all implemented our online salary review solution to replace their manual spreadsheet approach to manage the remuneration review process.

R.Network

At our next R.Network event we'll be hearing from an Australian expert on Gender Pay. With National Statistics showing very little movement in the gender pay gap we'll discuss the 'devil' that sits behind the statistics and ask what can be done and who is responsible for doing it? Register your interest to attend the event here Join R.Network on LinkedIn

R.News July 2015

stone ageWelcome to the July edition of R.News. This month examines the benefits of implementing software to replace the tedious process of managing salary reviews using spreadsheets. The caveman image posted recently on LinkedIn had us reminiscing back to 2004 when we founded Remesys and embarked on a task of educating the market that there was a better way to manage remuneration reviews, other than slicing, dicing and distributing spreadsheets.

Thankfully, today many organisations now recognise the benefits of an online salary review solution. Remesys is proud of our success across the region and of our growing client base. We have some R.Review clients who ensure that, before accepting a new job, the organisation has already implemented or is willing to implement R.Review.

This month's R.News aims to provide further insight into the benefits an online remuneration solution can provide to those organisations still using spreadsheets to manage this extremely important process. We have included a case study from GrainCorp outlining their experiences and outcomes, an article on 8 Reasons to Automate Your Salary Review Process, and information on how to build a business case.

We would be happy to meet with you and take you through the incredible benefits you can realise for your organisation using R.Review.

Contact us to request a demo.Subscribe to R.News

The GrainCorp Experience

Before implementing R.Review, GrainCorp used extremely complex spreadsheets to manage both their remuneration and incentive review processes. Each year the remuneration team would spend a significant amount of time creating spreadsheets using data extracted from multiple payrolls and related systems. GrainCorp evaluated the market and selected Remesys as their technology partner, and implemented R.Review to streamline the process. After implementing the solution, feedback was gathered from both management and the HR community. The feedback shared similar themes - a user-friendly system, significant time savings and improved control and auditability of the process. Comments included:

  • Excellent system, fantastic shift from prior year, very easy, straight forward, split tasks/ responsibilities, great reporting.
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8 Reasons to Automate Your Salary Review Process

HR departments are embracing online technology in order to streamline processes, maximise efficiency and empower employees. Yet many organisations are still using a cumbersome spreadsheet-based process to manage their annual salary reviews. By automating the process using R.Review, you will realise a number of benefits.

Reduced Errors

If you are using an excel-based process to complete your annual salary reviews, then you have probably experienced the frustrations of slicing, dicing and recompiling spreadsheets, as well as dealing with spreadsheets that have been re-sorted, unprotected or copied and pasted by managers. An online solution with a single source of data, that provides managers with role based access to their team’s information, immediately removes these issues, and can significantly reduce data errors and omissions.

Read more ...

R.Review Building a Business Case

Building a business case for implementing an online system to manage your company salary review process should be easy given the considerable amount of time and effort involved in this processs, the frustrations encountered undertaking spreadsheet-based salary reviews and the significant impact of this process on an organisation’s bottom line and on employee engagement.

Unfortunately, although those involved in a remuneration review know too well what is involved, in most cases those who hold the purse strings often only see the end result not the months of effort and hours put in beforehand. As such you most likely will need to build a business case and provide evidence of return on investment (Download the ROI Calculator) before others can fully recognise what you already know - that a system will not only benefit you but also your managers and the broader organisation.


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