Remuneration Strategies and Practices in Australia

This assignment delves into the complexities of remuneration strategies and practices in Australia. It covers various aspects such as minimum employment entitlements, salary package components, incentive structures, and the importance of legal compliance. The assignment also examines the effectiveness of remuneration strategies, outlining the stages involved in their development and implementation. Understanding the role of HR managers, key stakeholders, and organizational policies is crucial for comprehending this intricate topic.

Running head: MANAGE REMUNERATION AND EMPLOYEE BENEFITS
Manage Remuneration and Employee Benefits
Name of the Student
Name of the University
Author Note

1MANAGE REMUNERATION AND EMPLOYEE BENEFITS
Table of Contents
Question 1........................................................................................................................................2
Question 2........................................................................................................................................2
Question 3........................................................................................................................................3
Question 4........................................................................................................................................3
Question 5........................................................................................................................................4
Question 6........................................................................................................................................4
Question 7........................................................................................................................................5
Question 8........................................................................................................................................5
Question 9........................................................................................................................................6
Question 10......................................................................................................................................6
Reference.........................................................................................................................................8

2MANAGE REMUNERATION AND EMPLOYEE BENEFITS
Question 1
a. Remuneration
It defines a reward or an amount, which paid to the contractor or employees for working
under any organization. It is a form of compensation for employment service. The remuneration
can provide according to their hourly wages, fringe benefits and salary benefits. It also includes
annual leave, bonuses or incentives, leave without pay, long service leave and share options
(Safari et al. 2016). Under the employment remuneration, they get benefits according to the
terms and rewards of the organizations.
Strategic goals
It helps the organization by various concerned structures, which includes:
 serve the organization with fair purposes
 always ensure to give good performance
 The employees will have good opportunities for the best future performance
 the process not only provide fair salary structure, but it also helps in to describe that the
organization is fair for all
 It helps to achieve the goals of the by obtaining the strategic goals.
Question 2
a. According to the benefits for the organization, HR always focuses on the tax benefits, which
includes Income Tax, Good and Service Tax and Fringe Benefit Tax. Under the Australian

3MANAGE REMUNERATION AND EMPLOYEE BENEFITS
taxation system, these tax benefits help in the development of the organisation’s remuneration
strategy.
b. It is necessary to develop on the remuneration polices which helps to achieve a successful
management benefits. These should be appropriate with the fair and equitable with the
organization (Riaz and Riaz 2016).
In the health care industry, the strategies that are applicable in the remuneration process
are flexibility, health and wellness.
c. According to the employer’s choice in the organization, it must concentrate on the ability to
the attraction on the high performance. The reputation of the organization is always important
along with the environment cultures.
Question 3
a. It is important to ensure the remuneration policies because it sets the minimum pay rate for the
employees, which they get as a reward, registration agreement and other enterprise agreements.
The remuneration policies help to pay according to the pay rate, which includes the team
meetings, training, working unreasonable trial shifts, opening, and closing the business (Safari et
al. 2016).
b. In the strategic plans of incentives, the organization always looks for retain productive
employees. Every business always ensure the establishment according to the performance,
incentive plans expectations of the behavior of the employees, performance in the given works
and loyalty towards the organizations.

4MANAGE REMUNERATION AND EMPLOYEE BENEFITS
Question 4
a. In the industrial agreement based occupations, it deals with various occupational groups,
which includes the managers and administrators, tradespersons and related works, intermediate
production and Transport Workers, laborers and related workers and Elementary clerical, sales
and service workers. These occupational groups help the organizations to develop their
remuneration strategies.
b. The Market Rates defines the actual price or cost of any products, which is fixed or calculated
according to the market strategies. It also helps to fix the marketing price, which is operated by
the government.
For the access in market or salary survey, we can survey in various organizations like any
company, bank or shop.
Question 5
The performance management described the development strategies, which helps in the
executive performance and comprehensive management. Under the performance management, it
always depends on the performances, skills and disciplinary of an employee. It incorporated with
the recruitment and selection, training and development, compensations, job design, disciplinary
procedures and counseling.
In the health care practice, it is necessary that the employees who are involved in such
occupation must have an excellent skill in their performance, should have a clear concept about
their job role, should have the duties and liabilities towards their job, and the ability to perform
according to their job role.

5MANAGE REMUNERATION AND EMPLOYEE BENEFITS
Question 6
a. Employee minimum entitlements according to organizational policies and legal requirements
included that the rate of the minimum payment is sets according to the enterprise agreement or
other registered agreement or the national minimum wage. It could be paid according to the
working unreasonable trial shifts, in team meetings, training and opening and closing the
business.
b. The National Employment Standards has entitled with the 10 minimum employment
entitlements, which are the basis rights of the employees. In Australia, the NES and national
minimum wage is applicable for the entitlement. Under the entitlements, the included
entitlements are annual leave, parental leave, and public holidays and Fair Work Information
Statements (Riaz and Riaz 2016).
Question 7
The Salary packages helps to understand about the payment arrangements of the benefits,
which are payable and total amount of the remuneration. Under the salary, package the
management sets several payment arrangements, which includes fringe benefits, allowances,
motor vehicle, salary, superannuation and payroll tax or workers compensation insurance.
This is the duty of the HR managers that the remuneration process must not only comply
with the organization also helps to operate with minimum standard of the salary packages. The
Remuneration system, which set the salary packages, should comply with the organizational
policies and legal requirements. The salary packages must included with tax and other
superannuation obligations.

6MANAGE REMUNERATION AND EMPLOYEE BENEFITS
Question 8
Incentive describes the economic wage or compensation, which rewarded according to
the performance skills in the employments. Incentives always provide to the individual persons
who are involved with any organizations. The amount of incentive is set according to the
incentive managements structures. It is the aim of the incentives to pay the money and helps to
obtain the organizational success. It can provide in different ways, which are moral incentives,
remuneration incentive, financial incentives, coercive incentives, natural incentives and intrinsic
motivations.
In a successful management of any organization, it depends on the productivity of the
business and their incentive plans. Incentive plans, which are known as performance incentive
plans (PIPs), motivate employees to exceed expectations and grow the business. Such plans
promote exceptional behavior during a specific period (Safari et al. 2016).
Question 9
Under the remuneration strategies effectiveness, it processed with the development,
investigation and other recommendation stages. Under the implementation stages, it includes the
implementation of process with trial group, orientation of key stakeholders & those responsible
for administration, development of communications strategy, monitor progress, record feedback
and opinion on acceptance.
Question 10
a. This is the duty of the HR managers that the remuneration process must not only comply with
the organization also helps to operate with minimum standard of the salary packages. The

7MANAGE REMUNERATION AND EMPLOYEE BENEFITS
Remuneration system, which set the salary packages, should comply with the organizational
policies and legal requirements. The salary packages must included with tax and other
superannuation obligations (Riaz and Riaz 2016).
b. The HR, board authorities, managements and the employees will involve in the remuneration
process.

8MANAGE REMUNERATION AND EMPLOYEE BENEFITS
Reference
Dean, P.J. ed., 2015. Australia 1944-45: Victory in the Pacific. Cambridge University Press.
Goodman-Delahunty, J., Brewer, N., Clough, J., Horan, J., Ogloff, J.R., Tait, D. and Pratley, J.,
2014. Practices, policies and procedures that influence juror satisfaction in Australia.
Riaz, Z. and Riaz, Z., 2016. A hybrid of state regulation and self-regulation for remuneration
governance in Australia. Corporate Governance, 16(3), pp.539-563.
Safari, M., Cooper, B.J. and Dellaportas, S., 2016. The influence of remuneration structures on
financial reporting quality: evidence from Australia. Australian Accounting Review, 26(1),
pp.66-75.