Remuneration and Reward

As part of our ongoing research and global collaborations, Mastertek consultants examined the future of reward in the context of a changing social, demographic and organisational design environment.

We revisited the underlying principles of reward, considering what’s really required to drive human behaviour and employee motivation in today’s organisations. The result is our proprietary 4-Dimensions model, which brings together established theory, tools and processes with contemporary thinking. The model provides a basis for our team to work with yours to review current reward practices and the degree to which they are likely to achieve the objectives of driving employee engagement, motivation and performance in complex organisations.

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Reward Strategy

Whichever theories of motivation you subscribe to there is no question that reward has a critical impact on our feelings towards our jobs.  We believe that an organisation’s approach to salary management, use of incentive plans and provision of benefits must be aligned to the higher order elements of organisational design; the common purpose, culture and strategic imperatives.

Salary Structures

Effective remuneration strategies need to be built on strong foundations.
Mastertek consultants bring a wealth of experience in the design, development and implementation of fixed remuneration and salary structures, underpinned by practical, best-fit job evaluation methodologies, to ensure your remuneration framework is set-up for success.

Short Term Incentive Plans

Well designed incentive programs, used in the right context, can drive discretionary performance and provide a platform for success sharing. Our approach to the design and implementation of short term incentive programs ensures direct alignment with the culture, style and objectives of the organisation leading to greater return on investment of our clients and increased motivation and satisfaction for their people.

Sales Commission Plans

Sales commission plans can drives sales in the short term, but also drive behaviour and impact customer experience in the longer term. We create and maintain effective plans by developing a deep understanding of the relationship between its various components, including; the nature of your customer base, overall revenue targets, distribution channels, the product mix and the sales force capability

Long Term Incentives and Equity Plans

An effective Long Term Incentive plan can be a powerful driver of business performance, strengthen commitment to your organisation and give your business an edge when recruiting talented high performers.  Our consultants have extensive experience in working with both privately held and publicly listed companies, using an approach to long term incentive design based on strengthening the alignment of remuneration with performance, corporate strategy, organisational culture and values, governance principles and shareholder interests

Recognition Programs

At Mastertek we understand that recognition for a job well done is a critical driver of employee engagement and satisfaction. We partner with our clients to establish recognition programs that drive the desired behaviours both at an employee and leadership level. Our plans are supported by best of breed technology solutions that ensure plan management is effortless and focused on results rather than administration.  Click here to learn more

Executive and Director Remuneration

The level and structure of executive remuneration is a key responsibility of the Board and particularly its independent directors. Increased focus since the GFC has led to more stringent disclosure requirements along with greater consequences for Boards that are not in tune with their shareholders. In short, Boards are more accountable than ever for the effective management of executive remuneration. At Mastertek are consultants are experts in the field with a track record assisting clients with the key challenges.

  • Clearly demonstrate how remuneration drives performance & aligns with tangible business outcomes.
  • Continue to engage, motivate & reward executives with the appropriate capabilities to deliver shareholder value.
  • Ensure absolute compliance with legislated disclosure requirements, processes and regulator mandates

Click here to download our Code of Practice.

Contact us and discuss how we can assist with independent advice on executive remuneration management.

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