QuikHR

JOB GRADING MADE SIMPLE

This web-based job evaluation system will put you in control of your organisations Job Evaluation process. We have developed the system to ensure that professionals are able to deliver reliable and consistent job evaluation results, for the entire business.

QuikEval uses the Paterson method of job evaluation as a basis. The primary purpose of the Paterson system is to relate levels of complexity in a way which both management and workers find reasonable, equitable and fair.

Key Characteristics

• Information supporting the job evaluation process (job profiles & organisation structures) can be stored within the system (eliminating version control issues);
• Hassle free implementation – QuikEval is a web-based system, no physical implementation is required;
• User training is half a day, and includes the principles of Job Evaluation;
• No limitation to the number of users who access via username and password;
• Access control which users are able to view sensitive information within your business structure;
• Reduces subjectivity, particularly with regard to the demographics in businesses;
• Understandable terminology;
• Ability to upload your company specific pay scale;
• Compare individual pay against your current pay scale &
• Ability to export reports to Microsoft Word, Excel and Adobe PDF.

ADVANTAGES AND BENEFITS

Some of the main advantages and benefits:

• Principles are not complex and are usually easily understood;
• All roles within a business are evaluated using the same methodology;
• It evaluates specialist roles as effectively as non-specialist roles;
• It is flexible, without sacrificing the basic principles on which the system is based;
• It is internationally recognised, and can be effectively used across multiple territories;
• The Job Evaluation results are not necessarily decided by one person, but could be based on the findings of a Job Evaluation committee;
• It assists in illustrating the fairness or otherwise of the current distribution of salaries;
• It assists in illustrating the competitiveness of organisational pay scales against market rates &
• The role and not the person is evaluated (mitigates subjectivity).

The following benefits will be achieved when using the system:

• Reduced time and training, therefore more cost effective;
• User friendly, reducing dependency on consultants;
• Reliable and consistent job evaluation results;
• Only authorised users have access to information;
• Version control enhanced &
• Grade / Pay comparison is simplified.

TOMORROW’S REWARD, TODAY

RewardExpert is an accurate and easy-to-use Total Reward system, offering live data and a host of supporting modules that will assist in setting appropriate pay levels, performing pay analysis, mitigating legislative risk and addressing pay anomalies, across a number of industries and countries. RewardExpert delivers on all your reward management requirements, with ease of use and excellent reliability. We pride ourselves on rigorous data integrity, resulting in highly accurate benchmark data that is supported by highly skilled staff.

Advantages and Benefits:

RewardExpert helps you to make defensible decisions regarding all components of pay, for all levels of staff. Our Total Rewards Model shows the components of pay reported on in the system, and offers the following:

• Filter over 750 roles by country, industry, job family, grade, experience, and more;
• Executive remuneration, specific to organisation type, company size, industry, location etc.;
• General staff remuneration;
• Non-Executive Director pay;
• Pay by Grade;
• National & industry specific data;
• Benefits data;
• Incentives;
• Export data to PDF or Excel &
• Data is updated bi-weekly;

Features include:

• Highly accurate job matching, using our rigorous O-R-G-N ^© methodology – (O)rganisational Metrics, (R)eporting lines, (G)rade, (N)arrative;
• Access to our Knowledge Centre (offering access to articles, trends & remuneration related reports);
• Unlimited number of users;
• Access levels can be set so that different users can see only the data they need to see;
• View archive of previously drawn benchmarks;
• High-level of security;
• Choose the percentiles relevant to your organisation;
• Conduct compa-ratio analysis, on the fly, for every benchmark drawn;
• User friendly interface with powerful business intelligence capability;
• Able to report in multiple grading systems, input your own custom grading system &
• Forecasting of data up to 1 year.

ELECTRONIC SKILLS AUDITING SYSTEM

To most organisations, the benefits of investing in on-going staff training are clear. They include:

• Process improvements: reduced duplication of effort, less time spent correcting mistakes, faster access to information, etc;
• Cost savings: lower staff turnover; lower recruitment costs; reduction in bad debts; reduced customer support calls; reduced help desk calls; reduced need for supervision; reduced downtime; increased staff productivity; fewer machine breakdowns; lower maintenance costs, etc;
• Improved profitability: increased sales; more referrals due to better customer service; new product ideas; improved customer satisfaction and retention, etc;
• Performance improvement: in quality, quantity, speed, safety, problem solving, etc;
• Behavioural improvements: in attitude, ethics, motivation, leadership, communication, reduced staff conflict, etc &
• Increased staff satisfaction: well trained staff tend to be happier, stay longer, and are more loyal.

Research undertaken to uncover the financial impact to an organisation of investing in staff training shows a clear and quantifiable link between an above average investment in staff training and superior bottom line performance. “If we accept the need for investing in a formal staff training program, how does one go about identifying staff training requirements and putting a suitable program in place?

Key Characteristics:

• Information supporting the Skills Audit process (competency profiles and organisation structures) can be stored within the system (eliminating version control issues);
• Hassle free implementation – QuikSkills© is a web-based system, no physical implementation is required;
• User training is half a day, and includes the principles of Training Needs Analysis;
• No limitation to the number of users who access via username and password;
• Access control to sensitive information;
• Reduces subjectivity, particularly with regard to the demographic in businesses;
• Understandable terminology;
• Ability to upload your company specific competencies;
• Compare individual competencies against your current competencies as per the job profile and generating a list of critical skills gaps to effectively plan training and development &
• Ability to export reports to Microsoft Word, Excel and Adobe PDF.

ADVANTAGES AND BENEFITS

QuikSkills© incorporates the following strategic approaches to a Training Needs Analysis:

• Aligns Competency profiling to your organisation’s strategy;
• Assists you in identifying training needs thus creating a needs driven approach to training and development;
• Underpins the skills audit principles;
• Allows you to create an appropriate Learning & Development framework;
• Provides you with the tools to designing your own Training Needs Analysis, and identifying critical and scarce skills for effective talent management.

Key Objectives:

• Improve the overall audit process;
• Create a customised questioning system that invokes honest responses;
• Enhance communication structure and flow;
• Improve behaviour patterns and body language awareness;
• Build “results producing” relationships;
• Improve clarity and reception of key ideas;
• Develop awareness and acceptance among those being audited.

Optional Skills Audit Training:

A Skills Audit is a process that can be used to identify the skill gaps in an organisation. The outcome is a training needs analysis that identifies where training is required. We will assist with the implementation and application of QuikSkills© – which would incorporate training on the principles and concepts of Skills Audits and how the process is aligned to organisational strategy.

A Skills Audit results in:

• An understanding of the skills required and gaps the organisation currently has;
• A targeted analysis of development needs;
• A list of people who need development;
• Data that can be used for purposes such as internal selection; and
• Information that can be used for dynamic succession planning.

PERFORMANCE MANAGEMENT SYSTEM

Is a web-based Performance Management System. QuikPerform puts you in control of your organisation’s Performance Management process. We have developed the system to ensure that organisations are able to deliver reliable and consistent performance scores for individuals, teams, departments, business units and organisations.

Your journey with QuikPerform is summarised as follows:

 ADVANTAGES AND BENEFITS

• Information supporting the Performance Management process (job profiles & organisation structures) can be stored within the system (eliminating version control issues);
• Hassle free implementation – QuikPerform is web-based – no physical implementation is required;
• Initial user training is ½ day;
• No limitation to the number of users who access via username and password;
• Access control – managers only view subordinates and own scores;
• Understandable terminology;
• Ability to export reports to Microsoft Word, Excel and Adobe PDF;
• Reduced time and training, therefore more cost effective;
• User friendly, reducing dependency on consultants;
• Reliable and consistent performance scores &
• Only authorised users have access to information.

Managing employee performance and aligning individual objectives to organisational objectives facilitates the effective delivery of strategic and operational goals. There is much evidence to support a clear and immediate correlation between using performance management software and improved business and organisational results.

The benefits to the organisation are numerous, and include, but are not limited to:

• Better financial performance;
• Improved sales;
• Reduced costs;
• Mitigates project overruns;
• Aligns employee behaviour with organisational objectives;
• Decreased time to implement changes by communicating changes through a new set of goals;
• Motivated workforce;
• Ability to link incentives plans to specific performance goals;
• Improved engagement through understanding of how individual contributions affect the organisation;
• Create transparency in achievement of goals;
• Improves confidence in bonus payment processes;
• Professional development programs are better aligned to achieving business goals;
• Improved management control;
• Flexible and responsive to management needs;
• Assists with complying with legislative requirements &
• Simplifies communication of strategic goals.