Brightworks is a South African company that developed the Electronic Compensation Management Toolkit (ECMT) software. ECMT is used by over 200 companies across Africa and other regions to manage compensation. It provides market compensation data and allows modeling of compensation structures and budgets.
One of ECMT's major clients is AFROX, a gas company operating in 14 African countries. AFROX used ECMT to standardize and align its compensation practices across countries in a way that complied with local laws. Brightworks consultants implemented ECMT for AFROX by collecting data on jobs and market pay and working with each country office. ECMT helped AFROX develop optimal compensation structures, identify internal pay issues
The document is a response from the Durban Chamber of Commerce and Industry to the recommendations of a Ministerial Task Team on improving the performance of Sector Education and Training Authorities (SETAs) in South Africa. It provides feedback on 17 recommendations, generally supporting recommendations for tighter oversight of SETAs and funding priorities focused on skills needs of established businesses. However, it opposes recommendations that would increase the role of the National Skills Fund or consolidate the number of SETAs. The response aims to ensure SETAs prioritize skills development for their sectors and addresses issues like inefficient use of funds and late payments to stakeholders.
Federal employees are eligible for up to $60,000 in student loan repayment from participating federal agencies over 10 years. In 2009, 36 agencies provided over $61 million to repay loans for 8,454 employees. To qualify, employees must commit to staying at the agency for 3 years. The most common jobs that received repayment in 2009 were attorneys, criminal intelligence analysts, and contract specialists. Eligible degrees are not regulated but agencies often focus on hard to fill positions.
This document summarizes a compensation review conducted by Towers Watson of 10 senior executives at Company X. It benchmarks their pay against market data and analyzes internal pay equity. Key findings include:
- The COO and COO Retail salaries are below market, as are their total guaranteed compensations.
- Most roles' salaries and total guaranteed compensations are below the 75th percentile target.
- Adding target annual bonuses, the COOs fall further below market benchmarks.
Employee stock option plans (ESOPs) are becoming increasingly popular retention programs in India. A survey found that 63% of companies have or plan to have an ESOP within 12 months. ESOPs allow employees to purchase company shares at a predetermined price in the future. They motivate employees and improve performance and retention. Common ESOP structures give senior management more allocation than middle or junior levels. ESOPs can create wealth for employees if the share price increases between grant and exercise dates. Regulations require shareholder approval and minimum vesting periods for ESOPs.
Contingent Workforce Management Benchmark ReportCXC Global A/NZ
The Contingent Workforce Management Benchmark Report was originally presented by Jenni Nelson, Principal Consultant at HCMS for the ATC's Flexible Workforce Conference in Sydney, Australia.
This document discusses employee stock ownership plans (ESOPs) for young entrepreneurs. It defines ESOPs as agreements that give employees the right to acquire company shares at an agreed price within a set timeframe. ESOPs are important for motivation and bringing a sense of ownership. The document outlines eligibility for ESOPs, pricing approaches, key terminology related to ESOP lifecycles, applicable legislation, and answers frequently asked questions about ESOPs.
Executive compensation consists of salary, bonus, long-term incentives, and perquisites. Salary makes up 40-60% of compensation but is subject to taxes, while bonuses and stock options are incentives. Perquisites include benefits like cars, clubs, and first-class travel. Compensation also includes retirement benefits, health insurance, and vacations. Unique features of executive pay include secrecy, varying amounts between executives, and tying pay to organizational performance. Companies use various strategies like cost-to-company packages, performance-linked payments, and flexible benefits to motivate and retain executives.
The document is a response from the Durban Chamber of Commerce and Industry to the recommendations of a Ministerial Task Team on improving the performance of Sector Education and Training Authorities (SETAs) in South Africa. It provides feedback on 17 recommendations, generally supporting recommendations for tighter oversight of SETAs and funding priorities focused on skills needs of established businesses. However, it opposes recommendations that would increase the role of the National Skills Fund or consolidate the number of SETAs. The response aims to ensure SETAs prioritize skills development for their sectors and addresses issues like inefficient use of funds and late payments to stakeholders.
Federal employees are eligible for up to $60,000 in student loan repayment from participating federal agencies over 10 years. In 2009, 36 agencies provided over $61 million to repay loans for 8,454 employees. To qualify, employees must commit to staying at the agency for 3 years. The most common jobs that received repayment in 2009 were attorneys, criminal intelligence analysts, and contract specialists. Eligible degrees are not regulated but agencies often focus on hard to fill positions.
This document summarizes a compensation review conducted by Towers Watson of 10 senior executives at Company X. It benchmarks their pay against market data and analyzes internal pay equity. Key findings include:
- The COO and COO Retail salaries are below market, as are their total guaranteed compensations.
- Most roles' salaries and total guaranteed compensations are below the 75th percentile target.
- Adding target annual bonuses, the COOs fall further below market benchmarks.
Employee stock option plans (ESOPs) are becoming increasingly popular retention programs in India. A survey found that 63% of companies have or plan to have an ESOP within 12 months. ESOPs allow employees to purchase company shares at a predetermined price in the future. They motivate employees and improve performance and retention. Common ESOP structures give senior management more allocation than middle or junior levels. ESOPs can create wealth for employees if the share price increases between grant and exercise dates. Regulations require shareholder approval and minimum vesting periods for ESOPs.
Contingent Workforce Management Benchmark ReportCXC Global A/NZ
The Contingent Workforce Management Benchmark Report was originally presented by Jenni Nelson, Principal Consultant at HCMS for the ATC's Flexible Workforce Conference in Sydney, Australia.
This document discusses employee stock ownership plans (ESOPs) for young entrepreneurs. It defines ESOPs as agreements that give employees the right to acquire company shares at an agreed price within a set timeframe. ESOPs are important for motivation and bringing a sense of ownership. The document outlines eligibility for ESOPs, pricing approaches, key terminology related to ESOP lifecycles, applicable legislation, and answers frequently asked questions about ESOPs.
Executive compensation consists of salary, bonus, long-term incentives, and perquisites. Salary makes up 40-60% of compensation but is subject to taxes, while bonuses and stock options are incentives. Perquisites include benefits like cars, clubs, and first-class travel. Compensation also includes retirement benefits, health insurance, and vacations. Unique features of executive pay include secrecy, varying amounts between executives, and tying pay to organizational performance. Companies use various strategies like cost-to-company packages, performance-linked payments, and flexible benefits to motivate and retain executives.
- The document provides a summary of skills and experience for Ajiboye Theophilus Olabode, a QA/QC Engineer with over 9 years of experience in the construction industry in Qatar and Nigeria.
- It outlines his educational background and lists skills including being a trained lead auditor, health and safety certification, computer skills, and quality control experience.
- Work experience is described for several roles in Qatar and Nigeria between 2009-present, including implementing quality assurance documentation, conducting inspections and tests, ensuring standards compliance, and managing quality control programs on construction projects.
This document discusses trigonometric ratios and their use in solving for angles in a right triangle. It provides an example triangle with sides of 10, 10, and 14.14 units and uses the trigonometric ratios of sine, cosine, and tangent to calculate the measure of the angle φ as being 45 degrees.
El documento presenta el temario de un curso de tres días sobre gestión del presupuesto público. El curso cubrirá temas como la normativa presupuestaria, la programación multianual, la formulación y ejecución del presupuesto anual, y la evaluación del presupuesto. Incluirá sesiones sobre la programación presupuestal, la revisión y formulación del presupuesto anual, y la ejecución y evaluación del presupuesto público. El curso incluye materiales como un DVD, manuales y certificación por 36 horas.
La corrosión es el deterioro de un material como consecuencia de un ataque electroquímico por su entorno. Existen varios métodos para evitar la corrosión como la eliminación de elementos corrosivos, el uso de mejores materiales de construcción resistentes a la corrosión, la protección eléctrica y el uso de barreras entre el material y los elementos corrosivos.
Tomada bipolar padrao brasil 20a FK 513 NBR 14136Fernik
A tomada bipolar padrão Brasil de 20A da FERNIK INDÚSTRIA E COMÉRCIO LTDA tem os números FK 513 e NBR 14136, com terminais de 44,3mm de largura e soldados, para uso em indústria e comércio.
Fai la cosa giusta da subito: Troubleshooting Server Side JVMK-Tech Formazione
Fare la cosa giusta sin dall'inizio è un prerequisito essenziale per poter arrivare il più velocemente possibile alla risoluzione dei problemi sulla JVM Server Side. Le informazioni raccolte in produzione sono le più importanti, la loro qualità rappresenta una criticità decisiva per tutto il processo di Troubleshooting. Il talk presenta le criticità più comuni per la JVM di un server in produzione ed un metodo efficace per gestirle in modo veloce e vincente. Gli esempi pratici mostreranno come applicare correttamente il metodo e selezionare gli strumenti più adatti in ogni singolo caso.
SMAD proteins mediate intracellular signaling of the TGF-β superfamily and regulate processes like cell growth, differentiation, and gene expression. There are three classes of SMADs: receptor-regulated SMADs, common-mediator SMAD4, and inhibitory SMADs. SMADs control many aspects of neural development including neurogenesis, axon guidance, synapse formation, and play roles in early stages of development like oogenesis. The nodal gene regulates mesoderm formation, embryonic patterning, and establishment of left-right asymmetry through nodal signaling which is important for embryogenesis and stem cell maintenance.
Tomada tripolar padrao brasil 10a FK 514 - NBR 14136Fernik
Este documento fornece informações de contato para a empresa FERNIK IND. E COM. LTDA-EPP e especificações técnicas para uma tomada tripolar padrão Brasil de 10A, incluindo seu número de modelo FK 514 e norma NBR 14136. Os detalhes técnicos incluem as dimensões do terminal e tipo de solda.
The document discusses Ceph, an open-source distributed storage system. It provides an overview of Ceph's architecture and components, how it works, and considerations for setting up a Ceph cluster. Key points include: Ceph provides unified block, file and object storage interfaces and can scale exponentially. It uses CRUSH to deterministically map data across a cluster for redundancy. Setup choices like network, storage nodes, disks, caching and placement groups impact performance and must be tuned for the workload.
The Electronic Compensation Management Toolkit (ECMT) is an accurate, consistent, and defensible system for managing compensation that introduces efficiency and supports talent management initiatives. It establishes a customized market sample base and facilitates superior management of internal equity without smoothing market premiums. The ECMT allows for real-time compensation management based on job worth and function, simplicity and flexibility of use, running alternative scenarios quickly, and effectively replacing manual salary surveys.
The document summarizes an Electronic Compensation Management Toolkit (ECMT) that Co X is considering purchasing from Brightworks to help manage its employee compensation. The ECMT would help Co X attract and retain top talent, ensure internal pay equity, develop market-competitive compensation packages, and engage employees. It does this through job evaluation, market pay benchmarking, modeling the costs of pay adjustments, and producing customized reports. The ECMT license would last initially for one year and then be renewable, providing ongoing software updates, training, and support from Brightworks. Co X's acceptance of the proposal is requested to move forward with the ECMT purchase and implementation.
- The document provides a summary of skills and experience for Ajiboye Theophilus Olabode, a QA/QC Engineer with over 9 years of experience in the construction industry in Qatar and Nigeria.
- It outlines his educational background and lists skills including being a trained lead auditor, health and safety certification, computer skills, and quality control experience.
- Work experience is described for several roles in Qatar and Nigeria between 2009-present, including implementing quality assurance documentation, conducting inspections and tests, ensuring standards compliance, and managing quality control programs on construction projects.
This document discusses trigonometric ratios and their use in solving for angles in a right triangle. It provides an example triangle with sides of 10, 10, and 14.14 units and uses the trigonometric ratios of sine, cosine, and tangent to calculate the measure of the angle φ as being 45 degrees.
El documento presenta el temario de un curso de tres días sobre gestión del presupuesto público. El curso cubrirá temas como la normativa presupuestaria, la programación multianual, la formulación y ejecución del presupuesto anual, y la evaluación del presupuesto. Incluirá sesiones sobre la programación presupuestal, la revisión y formulación del presupuesto anual, y la ejecución y evaluación del presupuesto público. El curso incluye materiales como un DVD, manuales y certificación por 36 horas.
La corrosión es el deterioro de un material como consecuencia de un ataque electroquímico por su entorno. Existen varios métodos para evitar la corrosión como la eliminación de elementos corrosivos, el uso de mejores materiales de construcción resistentes a la corrosión, la protección eléctrica y el uso de barreras entre el material y los elementos corrosivos.
Tomada bipolar padrao brasil 20a FK 513 NBR 14136Fernik
A tomada bipolar padrão Brasil de 20A da FERNIK INDÚSTRIA E COMÉRCIO LTDA tem os números FK 513 e NBR 14136, com terminais de 44,3mm de largura e soldados, para uso em indústria e comércio.
Fai la cosa giusta da subito: Troubleshooting Server Side JVMK-Tech Formazione
Fare la cosa giusta sin dall'inizio è un prerequisito essenziale per poter arrivare il più velocemente possibile alla risoluzione dei problemi sulla JVM Server Side. Le informazioni raccolte in produzione sono le più importanti, la loro qualità rappresenta una criticità decisiva per tutto il processo di Troubleshooting. Il talk presenta le criticità più comuni per la JVM di un server in produzione ed un metodo efficace per gestirle in modo veloce e vincente. Gli esempi pratici mostreranno come applicare correttamente il metodo e selezionare gli strumenti più adatti in ogni singolo caso.
SMAD proteins mediate intracellular signaling of the TGF-β superfamily and regulate processes like cell growth, differentiation, and gene expression. There are three classes of SMADs: receptor-regulated SMADs, common-mediator SMAD4, and inhibitory SMADs. SMADs control many aspects of neural development including neurogenesis, axon guidance, synapse formation, and play roles in early stages of development like oogenesis. The nodal gene regulates mesoderm formation, embryonic patterning, and establishment of left-right asymmetry through nodal signaling which is important for embryogenesis and stem cell maintenance.
Tomada tripolar padrao brasil 10a FK 514 - NBR 14136Fernik
Este documento fornece informações de contato para a empresa FERNIK IND. E COM. LTDA-EPP e especificações técnicas para uma tomada tripolar padrão Brasil de 10A, incluindo seu número de modelo FK 514 e norma NBR 14136. Os detalhes técnicos incluem as dimensões do terminal e tipo de solda.
The document discusses Ceph, an open-source distributed storage system. It provides an overview of Ceph's architecture and components, how it works, and considerations for setting up a Ceph cluster. Key points include: Ceph provides unified block, file and object storage interfaces and can scale exponentially. It uses CRUSH to deterministically map data across a cluster for redundancy. Setup choices like network, storage nodes, disks, caching and placement groups impact performance and must be tuned for the workload.
The Electronic Compensation Management Toolkit (ECMT) is an accurate, consistent, and defensible system for managing compensation that introduces efficiency and supports talent management initiatives. It establishes a customized market sample base and facilitates superior management of internal equity without smoothing market premiums. The ECMT allows for real-time compensation management based on job worth and function, simplicity and flexibility of use, running alternative scenarios quickly, and effectively replacing manual salary surveys.
The document summarizes an Electronic Compensation Management Toolkit (ECMT) that Co X is considering purchasing from Brightworks to help manage its employee compensation. The ECMT would help Co X attract and retain top talent, ensure internal pay equity, develop market-competitive compensation packages, and engage employees. It does this through job evaluation, market pay benchmarking, modeling the costs of pay adjustments, and producing customized reports. The ECMT license would last initially for one year and then be renewable, providing ongoing software updates, training, and support from Brightworks. Co X's acceptance of the proposal is requested to move forward with the ECMT purchase and implementation.
Managing Investment in Employees StrategicallyPat Wright
Brightworks is a South African company that markets an Electronic Compensation Management Toolkit (ECMT) to help companies strategically manage employee compensation. The ECMT allows companies to link compensation to business strategy, maintain internal pay equity and external competitiveness, perform job evaluations, and make defensible compensation decisions. Using the ECMT, companies can execute talent management initiatives, conduct salary reviews and budgeting, manage benefits policies, and support union negotiations. The benefits of the ECMT include increased credibility of compensation decisions and the ability to immediately see the impact of policy changes.
E-compensation systems allow companies to manage employee compensation electronically through software packages accessible via intranet or internet. They automate tasks like payroll processing and provide tools for compensation planning. PeopleSoft and Oracle offer e-compensation solutions that integrate with other HR systems like performance reviews. E-compensation provides benefits like uniform compensation management, easy access to records, budget tracking, and language support for multinational companies.
E-compensation systems allow companies to manage employee compensation electronically through software packages accessible via intranet or internet. They automate tasks like payroll processing and provide tools for compensation planning. PeopleSoft and Oracle offer e-compensation solutions that integrate with other HR systems like performance reviews. E-compensation provides benefits like uniform compensation management, easy access to records, budget tracking, and language support for multinational companies.
Employee referral programs allow existing employees to refer potential candidates for open positions. This reduces recruitment costs and time while improving hire quality, as referred candidates often perform better and stay longer. Common benefits include higher retention rates and return on investment. Successful programs clearly communicate the referral process and incentives to employees and obtain supervisor participation. Companies like Accenture and IBM have highly effective referral programs that provide substantial cost savings and quality hires. Referral programs create a win-win for employers, employees and candidates.
Running head Week 3 Assignment 1 Proposal .docxtoltonkendal
Running head: Week 3 Assignment 1: Proposal 1
Week 3 Assignment 1 : Proposal
Toconnicer Parker
Strayer UniversityBusiness 315
Professor Larry Murphy, MBA
April 22, 2017
Q-Tech (short for Quality Technologies) is a private limited company owned by ten shareholders. The company deals with the assembling, servicing and monitoring of drones that are used for the navigation of aero businesses. Q-tech is a local company that has been motivated by the government to spearhead privatization and do this through the rise of the infantry industry through tax reduction and partial funding. This is a business company which has a separate legal entity from its owners and shareholders. It possesses limited shareholders who are liable to claim in the case of the termination or a business fail. The company has shareholders who are given a lot of responsibility. This responsibility includes selecting the staff such as the chief executive officer and the managing director. The owners played their own significant role which was basically to contribute an initial capital to sustain, formulate and run the organization.
It is the mission of Q-Tech to provide quality and efficient products by providing the best in client satisfaction. Our vision is to be the leading company in providing robotic services to poor businesses to help boost their company. Our product deals with the assembling of drones that are used for the conveyance of goods along the airport and also the software installation used by these drones.
In order to achieve goals and make sure our vision is seen, we had to choose our staff very carefully. We have a Chief Executive Officer who is the overall person in charge of all activities by the controlling the business operations. Our managing director oversees and supervises the work done within the company. The accounting officer looks into the checks and balances of the company annually to make sure we stay financially secure. The Financial Officer oversees the operation of cash inflows and out flows, recommends the financial budget and root lines the recession and the peaks of the company’s capital. We also boasts of company engineers, technicians, software engineers and subordinate staffers. The people give professional advice, do actual physical work, carry out software maintenance and also manage the company databases.
Our target clientele is a company that deals with drone navigations and its related software. We also facilitate professional, quality and efficient locomotives to the airport industry. We therefore target the clients in the airport industry such as service clients, partial customers, aircraft owners and the airport management.
VectorCal is a foreign investing company and the only existing company that provided what our company is about. They have been enjo ...
The bank was facing challenges with manual sales performance management processes like compensation and referrals across multiple business units. Optymyze helped automate these processes by developing custom applications using their Platform-as-a-Service capabilities. This centralized and streamlined referrals, automated compensation management, and integrated data from 20 sources. As a result, the bank improved efficiency, encouraged more employee referrals, and gained insights into top performing programs.
The document introduces the MTA's Enterprise Asset Management System which provides a common framework to manage transportation assets across MTA agencies. It describes the three layers of the system: 1) The MTA Framework defines how agencies work together as an enterprise; 2) The MTA Asset Management Framework defines how agencies develop and justify investment plans; 3) The MTA Capabilities Model defines day-to-day operations. The system aims to improve decision making, justify funding needs, and ensure a state of good repair for over $100 billion in assets.
The State Government was using an outdated spreadsheet to track IT costs and needed more transparency. They implemented the ClearCost IT cost modeling tool to accurately track costs across departments and services. The tool was implemented within 6-8 months and replaced the spreadsheet. It provides accurate reporting and a blended chargeback/showback model for budgeting and justifying costs to stakeholders.
The Driver and Vehicle Licensing Agency (DVLA) maintains over 45 million driver records and 38 million vehicle records, collecting over £6 billion annually. It aims to simplify licensing and develop digital services. To modernize, DVLA exited its outsourced IT contract and brought services in-house. Key to the transformation was a benefits assurance team that worked to clearly define, measure, and track benefits like cost savings and improved services throughout the change process. By taking ownership of benefits, DVLA successfully completed its contract exit and positioned itself for continued digital advancement.
Achieving a Common Information System PlatformAdvanta
The operations leadership of the health plan required industry and business expertise from Advanta to assist the business team and end users while collaborating with the health plan's Information Technology (IT) Department to implement Facets within the HMO product line.
Serko Incharge is a cloud-based expense management solution that allows employees to easily submit expense claims and organizations to quickly process them. It integrates with major corporate credit cards and automatically calculates tax liabilities. Research shows Incharge can reduce the cost of processing expense claims by up to 75% compared to traditional methods. The solution is quick to deploy, easy to use, and pays for itself within a few weeks through reduced processing costs and improved employee satisfaction.
The documents discuss skills development legislation and training needs in South Africa. The main points are:
1. The Skills Development Act and Skills Development Levies Act were implemented to expand workforce skills, improve productivity and employment, and increase investment in training. They established institutions like Sector Education and Training Authorities to oversee skills development.
2. Training needs can be identified at the macro, meso, and micro levels. The macro level looks at national and international trends. The meso level addresses organizational performance issues and strategic needs. The micro level focuses on individual employee skills. Proper needs analysis is important to ensure training is relevant.
Standard Bank Financial Services first implemented Value-Ad's lead management solution in 2010 to automatically allocate, track, and manage over 300,000 leads annually. Value-Ad's system matches leads to the right salesperson based on profiling both the lead and consultant. Since implementation, Value-Ad has managed over 1.1 million leads for Standard Bank and helped increase sales through improved lead allocation and reporting on campaign performance. Value-Ad is working to enhance the system further through mobile access and their "Smart Allocation" process which increased sales by 38% for one client through optimal matching of leads to salespeople.
AETOS-IT is a South African company that provides IT auditing, consulting and security solutions. It has partnerships with companies like EY, Dimension Data and InfoWatch. It offers products like Appercut, which is a solution that provides automated verification of source code for compliance. Appercut analyzes code in languages like Java, C#, PHP and checks for vulnerabilities, naming conventions and other quality standards. It generates a report on any issues found and helps customers audit code without needing coding expertise.
Smartsalary is Australia's largest salary packaging and novated leasing provider, servicing over 100 organizations and 87,000 employees. They offer a fully outsourced solution to manage salary packaging programs, taking the administrative burden off clients. Key benefits include dedicated client support, payroll integration, tax and risk management, and innovative online tools for employees. Outsourcing to Smartsalary provides organizations attract and retain top talent while increasing employees' take-home pay through pre-tax benefits.
The document provides a summary of the professional qualifications and work experience of Nimisha Kunnil. It lists her CIA certification and bachelor's degree in internal auditing. It then describes her role as a Senior Associate and Associate at PricewaterhouseCoopers, where she conducted internal audits for various clients across multiple industries. The document outlines 11 client portfolios and the responsibilities of the audit teams.
Similar to Brightworks background and Case Study (20)
1. Profile of Brightworks (Pty) Ltd
Background
Brightworks is a South African registered private company, founded in July 2007 with the intent of
developing and marketing the Electronic Compensation Management Toolkit (ECMT), primarily on the
African continent. Brightworks contact details are:
Offices:
20 Murraryfield Park
Pretoria East
South Africa
Postal:
Postnet Suite 85
Private Bag X1028
Lyttleton
0140
South Africa
Managing Director: Pat Wright +27 79 808 3444
Email: pat.wright@brightworksafrica.co.za
Shareholders and Directors
The shareholders and directors of Brightworks are:
Pat Wright: Pat is the Managing Director of Brightworks and specialises in compensation management.
Pat has twenty years’ experience in the reward field, including fifteen years’ experience with
PricewaterhouseCoopers in Zimbabwe and South Africa. Pat designed the Electronic Compensation
Management Toolkit (ECMT) and has consulted with and installed the Toolkit in over 200 organisations
across all sectors, both Private and Public in South Africa, Lesotho, Swaziland, Namibia, Botswana,
Mozambique, Zimbabwe, Zambia, Malawi, Kenya, Tanzania, Burundi, Nigeria, Mauritius and Dubai since
its launch in January 2007.
Michael Mitchley: Michael is the Financial Director of Brightworks. He is a business executive with over
30 years of experience in the finance, HR and IT fields. His work experience includes holding senior
positions at Gold Fields, Billiton and Richards Bay Minerals as well as working as an independent
consultant on large shared services and other change management projects.
2. Electronic Compensation Management Toolkit (ECMT)
ECMT is a proprietary software product owned by Brightworks and licensed to its clients on an annual
licence fee basis. Brightworks developed ECMT v 2.2 and owns all rights in ECMT v 2.2 and beyond.
Brightworks continue to evolve the ECMT product – version 3 is currently being installed into Brightworks
clients.
Brightworks developed the ECMT as a mechanism to minimize administrative procedures but, more
importantly, to enable efficient management of compensation to provide a sound basis for an objective,
defensible, equitable, competitive and sustainable reward system that would enable organisations to
recruit, retain and motivate employees of an appropriate calibre, while ensuring that their remuneration
practices comply with corporate governance principles and Equal Pay for Work of Equal Value
requirements.
The ECMT enables users to produce affordable, optimal, market/industry related remuneration structures
on which to base the most effective recruitment, development and retention/talent management policies
for current and future employees.
The Electronic Compensation Management Toolkit is more than a compensation diagnostic, analytical
and budgeting tool. It is a mechanism that enables organisations to manage compensation, where the
reward strategy becomes the driver, and accurate market information a key determinant of positioning
that strategy.
Associations
During 2007 to 2012 Brightworks worked in association with PricewaterhouseCoopers South Africa,
Nambia and Kenya, who provided marketing, consulting and distribution of ECMT in Africa (except
Zimbabwe and Malawi). Brightworks has its own office in Zimbabwe (contact Briton Ncube at
+263 772 660 661) and markets and supports the ECMT in Malawi.
Brightworks Clients
Since its inception ECMT has been installed in over 200 companies to date in thirteen African countries
as well as Mauritius, Dubai and United Kingdom. Brightworks clients include the following major
companies:
Airtel
AFROX
Alliance One Tobacco
Aviat Networks
Barloworld
Bidvest
CARE
DHL
Econet Wireless Int
Group Five
Illovo Sugar
JTI Tobacco
Ministry of Lesotho
NICO Holdings Limited
Marsh
OXFAM
PLAN
Press Corporation Limited
PricewaterhouseCoopers
Reckitt Benckiser
Sandvik
Seedco
Taste Holdings
The World Bank
Universal leaf Tobacco
3. Brightworks’ Objectives:
to provide a system:
• for the entire organisation across all its operations;
• that is agile and can adapt to market changes;
• that supports strategy;
• that is objective and transparent;
• that provides for competitive and market-aligned compensation;
• that provides for internal equity whilst still taking into account premiums for skills shortages; and
• that is aligned with other HR initiatives and programs
CASE STUDY – Installation of ECMT into AFROX African Operations
Brightworks Relationship History with Afrox/AFOPS
Brightworks was introduced by PricewaterhouseCoopers South Africa to Afrox through a demonstration
of the toolkit to Afrox Exco.
The ECMT was initially installed into the operations in Zimbabwe, Malawi, Zambia, Nigeria and Kenya in
2007 and Mozambique and Namibia in 2008. During a Remuneration committee meeting in Kenya in
2009, the Managing Director of Afrox South Africa, saw a demonstration of the toolkit and requested that
it be utilized in South Africa for budgeting, salary reviews, talent management and recruitment purposes.
The ECMT was initially installed into Afrox South Africa in November 2009 for 2010 salary review
mandate.
4. APPENDIX I
African Oxygen Limited
Aligning compensation management
effectively across Africa
“The Electronic Compensation Management Toolkit is more
than a compensation diagnostic, analytical and budgeting
tool. It is a mechanism that enables AFROX to manage
compensation, where the reward strategy becomes the driver,
and accurate market information a key determinant of
positioning that strategy"
Francis Graham
Human Resources Manager – Africa Operations, AFROX.
African OxygenLimited: Aligning compensation management
effectively across Africa
The issue
AFROX is Africa's leading producer of gases and welding products and employs over 3
000 people in 14 African countries.
AFROX identified that its compensation systems lacked defensibility and an objective base.
In addition, their policies and practices were not aligned across their African operations.
This was undermining their objective to retain and motivate key employees.
AFROX also recognized that the general compensation surveys in which they were
participating had serious limitations, including sample base inconsistencies across positions
and concerns around data integrity. To mitigate these concerns, AFROX participated in
several salary surveys. However, this practice was found to be expensive, time consuming
and often provided conflicting results. As a consequence, compensation proposals were
difficult to defend to the Remuneration Committee and Board, and were questioned by
employees.
AFROX expressed the need for a truly defensible salary system based on sound and
objective processes and methodologies to make informed compensation decisions for its
operations across the subcontinent. The system was required to demonstrate alignment
between the operations and provide speedy and flexible compensation modeling.
Ultimately, the system would support AFROX’s overall remuneration and retention strategy.
5. Our approach
We presented and demonstrated our Electronic Compensation Management Toolkit (ECMT) software
solution. The ECMT provides valid and current total compensation information from selected comparator
companies in each local market. The information is based upon job worth and job function. The Toolkit’s
‘what if’ and budgeting functions provides for speedy and simple analysis of alternative compensation
scenarios. Graphics support added to its appeal for presentation, including those to Remuneration
Committees.
Our consultants visited each relevant country office in Nigeria, Kenya, Zambia, Malawi, Namibia,
Mozambique, Zimbabwe, Botswanaand South Africa together with the AFROX Africa Operations Human
Resources Manager to:
Introduce and demonstrate the Toolkit,
discuss current remuneration policies and issues;
discuss and agree on an appropriate comparator company market sample base to provide more
relevance to the comparisons, and collect, analyze and input AFROX and comparator salaries
and benefits data into the Toolkit;
Present current state of salary structure – internal equity and external competitiveness. This
empowered the Human Resources manager in each region to begin to address local issues;
Consult with, and train a Toolkit user within each country to utilize Toolkit budgeting and ‘what if’
facilities to support decision-making.
The outcome
The client was impressed with the analytical and budgeting facilities the Toolkit provided. It enabled its
companies operating in the African Region to manage the unique compensation benefits systems in the
various geographies and labour markets, while creating a platform to harmonize policies and benefits.
This was achieved across the region without compromising local legislative requirements.
The Toolkit allowed AFROX to identify an appropriate representative market sample within each country,
and produce exceptionally detailed reviews to aid informed and complete decision-making. Internal
anomalies as well as market competitiveness issues within each country were identified and managed.
This was made possible as a result of ECMT’s methodology of matching by job worth and job function
as opposed to job title or position.
Useful ‘before review’ and ‘after review’ graphics depicting both internal equity and external
competitiveness, assisted with the review process. The Toolkit’s reporting facility provided a detailed
proposal for the Remuneration Committee. The client identified this as a breakthrough result.
The Toolkit delivered a more customised consistent, defensible system of compensation management.
It introduced efficiency, accuracy and relevance whilst providing a mechanism for effectively managing
compensation and supporting remuneration strategy in a more pro-active manner.
“The benefits of the Toolkit are far reaching as it supports the recruitment, retention and
motivation of staff. By the end of the project we had developed optimal, affordable salary
structures. Harmonization of policies and procedures across countries is on-going due to the
diversity of cross-country legislation.”
Francis Graham
Human Resources Manager – Africa Operations