rewarding performance - curo

Rewarding Performance

Introduction to Curo

• Designed by Compensation experts

• Founded in late 2009

• Best of breed compensation management solution

• Integrated with full talent suite

• Solid base of referenceable clients

• Growing ecosystem of distribution partnerships

Mature And Proven Solution Deployed Across Industries

http://www.markit.com/en/home.page?

Why Compensation planning?

• Compensation Cycle is Very

Event Driven

• HR Vortex : Managing

Process Vs Adding Value

• Poor Front Management

Capability

Engage

Enable

Enforce

Strategic Compensation Planning

Enable – Manage outputs not process Engage -

Maximise business impact of spend

Enforce – Fair and Transparent

Managing the Outcomes (not the process)

HR add Value

Empower Managers

Define, own and enforce the process

Leveraging technology brings….

• A single consolidated view of all data used in the compensation

review cycle

• Automated approval workflows so that Managers are guided through

the process intuitively with configured messaging, targeted @

individual needs

• Information is distributed and shared in a transparent and open

process that is fully auditable

• A real-time view of budget spend and compensation

recommendations with easy to run reports and analytics to review

both process and impact

The benefits

• 2 or 3 cycles on spreadsheets becomes a single cycle

• Elapsed time for the review process reduces from 10 to 6 weeks on

average

• Effort involved (Managers, HR etc.) is reduced by 40% - 50%

• Massive data cleanse leading to absolute confidence in quality and

integrity of underlying data

• Recurring Internal Audit issues go away.

Deliver the Maximum Business Impact from your

Comp spend

Productivity

Support Business Goals

Retain and Motivate

Fairness, Equity & Transparency

Fairness


• Payscale Survey of 71k employees

• Managers know that engaged employees are more effective. But despite the vast amount of employee

engagement research out there, very little of it focuses on a person’s primary reason for employment in the

first place: getting paid..

• One of the top predictors of employee sentiment, including “satisfaction” and “intent to leave,” was a

company’s ability to communicate clearly about compensation and relativity to the market.

• Open and honest discussion around pay was found to be more important than typical measures of employee

engagement.


Trust and Reputation

Equitable and Auditable


• Move from an Entitlement based Reward Culture to one where you

Recognise and Reward performance

• Identify the Best Talent (performance & potential)

• Retain, incentivise and reward your best talent to deliver increased

productivity and enhanced business performance – get the

alignment.

• Operate within Budget and Forecast

• Demonstrate Fairness and Transparency

• Fully Auditable

Maximizing Business Impact

Retention

Productivity

Business Goals

Manage the Outcomes

(not the Process)

HR add value

Empower managers

Define, own and enforce process

Transparency and Fairness

Trust and Reputation

Equitable an auditable

“Fair”


Technology Based Solution

Configured for your business

Domain Expertise SAAS