Performance Management, Job Evaluation and Remuneration

More than ever, organisations are using performance management, job evaluation and remuneration to promote performance and to differentiate themselves on the job market. How organisations shape these HR tools depends on the type of organisation and the organisation's life stage.

A tailor-made performance management and remuneration policy can enable you to achieve your objectives by providing focus and help you retain the right talent for your organisation.

Berenschot offers customers an integral performance management and remuneration vision as part of the HR strategy, answering questions such as: What type of employees do you need to achieve organisational objectives? What talents and competences are required and how do I attract these? All these aspects underline the importance of sound performance management and a good remuneration policy. In view of the anticipated shortage on the job market, this importance can only increase over the coming years.

Rutger Verbeet_klein

"An integral remuneration policy means focusing on tangible as well as intangible remuneration. Indeed, the appeal of the overall package of terms and conditions is determined by its ‘hard' and ‘soft' elements: development opportunities, autonomy and appreciation. An integral remuneration package like this is an important element in the talent management framework; particularly given the contracting job market and the ageing population. The Employee 2.0 wants to be paid what he/she is worth. He/she is happy to exploit the projected labour shortage and departs as soon as things are no longer satisfying. Without an appropriate remuneration policy linked to talent management, organisations will not be able to cope."

Rutger Verbeet
Berenschot Consultant

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