Managerial Accounting - Seek Limited

Running head: MANAGERIAL ACCOUNTING
Managerial Accounting
University Name
Student Name
Authors’ Note

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Introduction
The current study elucidates illustratively remuneration scheme with special reference to the
operations of the firm SEEK. Seek Limited s well as its subsidiary companies, referred to as
the Seek Group, concentrate on helping the match between particularly jobseekers along with
employment chances and assisting hirers get candidates for different roles. This study
presents structure of remuneration committee along with its memberships and delivers
critically analysis of remuneration. This can help in understanding the way approach of the
company helped in inspiring higher performance by particularly the executive team and take
into account if this can be translated to superior performance of the company. Again, analysis
of allocation executive remuneration is also presented for the SEEK that takes in fixed pay,
short term incentive plan as well as the long term incentive plan. The research also explicates
with reference to the operations of the firm SEEK the mix of performance dimensions used.
Particularly, this can again be utilized to take into account the use of financial performance
dimensions as well as non –financial performance dimensions. Moreover, this study also
reports about any kind of alterations in the executive remuneration report of the firm SEEK.
Moving further, the study effectively presents the recommendations supported by the
academic literature on the subject matter under consideration. Also, the study also explains
the way the company might perhaps enhance the process of reporting or else broaden their
performance dimensions.
Summary of findings
Remuneration Committee and its memberships of the firm SEEK
Analysis of the annual report of the firm “SEEK” reveals the fact that objective of the
remuneration framework of the firm is to attract and to same time retain different talented
executives and keep them in line to build long term value of shareholders (Hooghiemstra et

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al. 2017). Evaluation of annual report of the firm reflects the list of key management
personnel that include a list of non-executive directors, executive directors as well as key
management personnel. The list of key members is hereby presented below:
The changes in the remuneration committee can be observed by way of thorough analysis as
presented in the annual pronouncements of the corporation (Scholtz and Engelbrecht 2015). It
can be hereby witnessed that John Armstrong essentially resigned as the chief executive
officer (CEO) of the group during the year 2016 particularly in the role of consultant to the
entire group CFO helping with the transition to the new group. The company SEEK declared
the appointment of Geoff Roberts as the CEO of the group. The remuneration of Geoff is
divulged for the period 2015. Jason Lenga also ceased to operate as managing director and
stayed employed until the period July 2016 as Special Advisor, delivering strategic services
on worldwide business as well as corporate issues. Meahen Callaghan also resigned as
Director of Human Resource Group.
Remuneration Committee and its memberships of the competitor firm Fairfax Media
Ltd

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The remuneration arrangement of the entire Fairfax Media is as per the regulations of Key
Management Personnel that is presented according to the Corporations Act of the year 2001
(Bian 2016). The composition of the competitor firm is as presented below:
Remuneration strategy of the main firm SEEK
Remuneration strategy of the firm is aligned to the purpose as well as vision of the company.
Essentially, 50% of executive remuneration is necessarily in cash as base salary as well as
superannuation (Cassim and Madlela 2017). In essence, this is established at specific levels
that attract the people to operate in different market conditions as well as economic cycles
(Riaz et al. 2015). Primarily, 50% of executive remuneration is particularly in equity, having
25% in rights for equity and 25% in LTI options. The components of LTI has essentially
three year vesting period and is particularly locked up for particularly 12 months. Executives
are in essence subject to minimum necessity of shareholding. Given the emphasis on mainly