"Dr Mark Bussin has consistently contributed to the development of a host of human resource managers in the remuneration field in Africa via his corporate and consulting experience, wise counsel, writings, and hundreds of lectures, TV and radio interviews. He has developed a generation of remuneration experts, helped define the field of practice, and made a significant contribution to the national level of excellence in the field. How we remunerate employees reflects the dynamics of the market and context in which we operate. It aligns at all times to the strategic direction and specific value drivers of the businesses within which our organisation operates. Remuneration plays a critical role in attracting, motivating and retaining high-performing individuals. Remuneration also reinforces, encourages and promotes superior performance. Through variable remuneration linked to value drivers, superior performance is recognised and rewarded, while poor performance and under-achievement are coached and managed. Remuneration is never a stand-alone management process, but is rather fully integrated into other management processes, such as the performance management process, and the overall Human Resources policies."--Back cover.

Through variable remuneration linked to value drivers, superior performance is recognised and rewarded, while poor performance and under-achievement are coached and managed. Remuneration is never a stand-alone management process, but is rather fully integrated into other management processes.

Working in the field of expatriate compensation is extremely complex. Designing and administering appropriate pay levels and rewards for a globally mobile workforce present multi-faceted difficulties and challenges for all organisations and international consultants. Not only must we deal with the technical exercise of calculating and equating quality-of-life standards for mobile employees, but we must also address the psychological issues of transferring employees from one culture to another sometimes vastly different one. There is a lot at stake here: from an organisational productivity and cost perspective all the way through to employee performance and motivation. Without question, successfully addressing and resolving all of the quantitative and qualitative issues and concerns with mobility are what separates premier global human resources professionals from the average players.Dr Bussin's latest book, Expatriate Compensation, is an aggregation of his extensive experiences working in the field. He and his cadre of expert authors comprehensively cover every aspect of dealing successfully with international assignments and the mobile employee: from the reasons to go global to setting appropriate market-based pay rates, tax implications, recognising and rewarding performance and dealing with employee motivational issues. Moreover, Dr Bussin has the gift of taking this very complex subject matter and distilling it so that it can be easily understood and absorbed. Indeed, all of the information in the book is presented in a practical, straightforward,and real-world manner.The contents include: Expatriate assignment approaches Fringe benefits Career management of expatriates Job pricing Expatriate reward models Cost-of-living data, expatulator and calculations Taxation and the expatriate Performance management How to retain Your expatriates Trendsetting solutions in an increasingly mobile world Repatriation and reintegration Expatriate management systems Critical success factorsDr Bussin is the chairperson of 21st Century Pay Solutions, a board member, Remuneration Committee chair, and audit committee member of several large organisations. He has held Global Reward positions in several multinational organisations. Mark holds a Doctorate of Commerce and supervises MBA, Masters and PhD students doing their research and theses. He is the author of four books and over 300 popular articles.

Remuneration plays a critical role in attracting, motivating and retaining high-performing individuals. Remuneration also reinforces, encourages and promotes superior performance. However, remuneration is never a stand-alone management process, it's fully integrated into other management processes, such as the performance management process, and the overall Human Resources policies. The Remuneration Handbook is a practical, holistic handbook for managing reward and recognition in any organisation. Contents include: - Organisation Strategy and Remuneration Policy - Job Roles and Competence - Job Evaluation - Setting Pay Levels - Salary Structures - Broad-Banding - Competence and Skills-based Pay - Individual Performance and Based Pay - Allowances as a Component of Total Fixed Pay - Team-based Pay - Variable Pay and Incentive Schemes - Sales Force Incentives - Employee Benefits - Retention and Engagement - International Assignment Remuneration - Remuneration Governance - Reward Trends - And more!

"A disciplinary map for understanding African Catholicism today by engaging some of the most pressing and pertinent issues, topics, and conversations in diverse fields of studies in African Catholicism"--

There are thousands of books and gurus on the subject of performance management. Yet, there are so few examples of where it is practised well. Everyone knows what performance management is, have read the books, have heard the gurus, yet there are so few outstanding success stories. This book is different for the following reasons:1. It is based on years of personal experience in implementing hundreds of performance management systems in companies.2. Contributors to the book have actually done and experienced what they are writing about, with particular experience in emerging markets.3. It is underpinned by empirical research.4. It is practical and, for once, tells you how to do it, with no missing steps or information. There are tool kits, forms and check lists that can be used instantly.5. It is written in plain English with no bamboozling jargon, with many practical examples and templates that you can amend to suit your needs.It also includes practical examples of different types of performance appraisal methodologies, namely the; Outputs Approach Traditional Approach Balanced Scorecard Multirater/360oContents include: The philosophy of performance Measurement and metrics The measurement of human capital Developing an output-driven performance plan The traditional approach to performance appraisal Performance appraisal rating scales The balanced scorecard approach Multisource/360-degree feedback Performance-related pay The link between performance management and long-term incentives (LTIs) Does performance management work? Embracing the law - a South African case study Director and Board Evaluations Crucial/honest conversations regarding performance Critical success factors and epilogue

The ideas and experiences shared by author Nene Molefi speak directly to the troubling prejudices and inequities that persist in our world. Diversity and inclusion are more pressing than ever. Injustices and deep social divisions persist, personally and systemically. Racism, sexism, homophobia, and other forms of fear and hatred are not isolated. They remain embedded and they demand courageous, deliberate work. In this book, Nene uses her own story to cast a bright light on the transformation journey. Nene's book quite vulnerably takes the reader on Nene's personal journey. In addition to the deeply personal content, each chapter ends with practical guidelines on how to lead inclusively. Nene's book offers hope and substance in our vision of a diverse and inclusive and just society.' A-Justice Edwin Cameron 'This is a deeply authentic personal narrative offering powerful and practical insights, from one of South Africa's foremost advisors on diversity and transformation. It should be required reading for any leader who is serious about effectively transforming their organisation.' A-Dr Jonathan Broomberg, CEO, Discovery Health 'A Journey of Diversity & Inclusion in South Africa will enable all of us to meaningfully interpret and articulate our own biases, narratives and the contributions we can make to heal our fractured nation.' A-Prof Nicola Kleyn, Dean, University of Pretoria's Gordon Institute of Business Science (GIBS) 'It is no longer good enough to say diversity is an asset. Leaders are expected to lead the way of inclusion, live the values and thereby define the DNA of their organisation.' A-Bongani Nqwababa, Joint President & CEO, Sasol Limited 'Mind-opening for those yet to be convinced of the need for transformation, and helpful to those who are already committed to transformation but are not sure how to play a part. This book will empower willing transformers!' A- Thulani Sibeko, Executive for Marketing, Communications and Corporate Affairs, Nedbank 'Nene Molefi offers a personal and professional model that will benefit anyone who wants to make a difference in this world.' A-Julie O'Mara, President, Centre for Global Inclusion, Co-author Global Diversity & Inclusion Benchmarks, Former National President, Association for Talent Development

Dr Mark Bussin together with world-class experts who are thought leaders and highly regarded by their peers and clients answered the question - "e;Who can say they find it easy to attract top talent, and once they are in the organisation, pay them fairly, and are able to retain them relatively easily?"e;The global pool of highly skilled employees is in great demand, and those with both critical skills and experience come at a hefty price. The million dollar question is whether money alone is enough to secure the best talent in the market.This is a practical and informative book for managing the tension between talent and remuneration in organisations.Contents include: The Context to Remuneration: Strategy, Organisation Design, Leadership and Talent Management Components of an Integrated Talent Management Strategy Talent Retention - Customising Retention Strategies: A Case Study How to Identify Talent Integrated Talent Management - Practical Ideas, Tools and Tips Engaging Talent The Employee Value Proposition (EVP) and Talent Rewarding Talent Talent Management and Variable Pay Long-term Incentives Attracting, Retaining and Leveraging Generation Y Talent Rewarding the Talent at the Top I am Talent - Empowering the Individual to Manage His/Her Own Career Securing Talent: The Role of the Contract of Employment and Restraints of Trade Remuneration as a Talent Investment Strategy - Increasing the Value of your Talent PortfolioReviews"e;Mark once again accomplishes what few authors do - writing in an accessible way. A must-read for HR practitioners, consultants, students and academics in understanding the mechanics of remuneration and talent management in the South African context."e; - Professor Anita Bosch, Lead researcher: Women in the Workplace Research Programme, Department of Industrial Psychology and People Management, Faculty of Management, University of Johannesburg"e;This book navigates the reader practically through the labyrinth of reward and talent. It unpacks the crucial elements of reward and talent and exposes alignment considerations that will enable the practitioner to establish an employee value proposition with strategic significance."e; - Michelle Pirie, Group CHRO, Econet Wireless"e;This book truly explores and explains the very critical and often-asked question about how to manage remuneration and talent within an organisation. It answers that question and more!"e; - Willem Verwey, Head: Remuneration and Benefits, Anglo American PlatinumDr Mark Bussin consistently contributes to the development of a host of human resource managers in the remuneration and talent management field in Africa via his corporate and consulting experience, wise counsel, writings, and hundreds of lectures, TV and radio interviews. He has developed a generation of remuneration and talent experts, helped define the field of practice, and made a significant contribution to the national level of excellence in these fields.