COURSE OVERVIEW:
Welcome to the Managing Remuneration & Employee Benefits course. This program has been designed to equip you with the strategic, analytical and operational capabilities required to coordinate remuneration and benefits in a way that supports organisational performance, compliance, fairness and workforce engagement.
Remuneration and employee benefits play a central role in organisational success. This course begins by providing an overview of remuneration systems, their purpose, and their strategic contribution to attracting, retaining and motivating employees. It explores the responsibilities of HR practitioners in designing, implementing and maintaining remuneration structures that balance employee needs, organisational capability and financial sustainability.
A well-developed remuneration strategy ensures consistency, competitiveness and alignment with organisational goals. This section examines how to identify organisational priorities, establish guiding principles and ensure strong integration with workforce planning and capability objectives. Learners consider how thoughtful strategy development lays the foundation for equitable and future-focused remuneration systems.
Updating remuneration strategies is an ongoing requirement in dynamic organisational environments. This section focuses on identifying the scope of plans in consultation with stakeholders, researching industry developments and legislative requirements, and developing remuneration and benefits options that meet organisational needs. Learners explore how agreed policies are documented to ensure clarity, accountability and alignment.
Stakeholder engagement is essential to effective remuneration management. This section outlines how to involve managers, leaders and other key stakeholders in policy development, present remuneration options clearly, and link strategic recommendations to organisational objectives. It also emphasises the importance of securing agreement on policies and incentive plans to support successful implementation.
Understanding the external labour market is critical for maintaining competitiveness. This section explores the use of benchmarking data, salary surveys and market-rate analysis; reviews common remuneration models; and examines how organisations position themselves as employers of choice. Learners develop the capability to analyse market information and apply it to strategic remuneration decisions.
Coordinating remuneration and benefits across diverse occupational groups requires a structured approach. This section examines how to identify groups covered by industrial agreements, ensure competitive remuneration across roles, and align benefits with organisational strategy and performance frameworks. Learners explore how coordinated approaches support fairness, equity and strategic alignment.
Legal and regulatory compliance underpins all remuneration activity. This section addresses key legislation, regulations and standards, organisational policy requirements, and the application of Australian Taxation Office rules, including reporting obligations and compliance expectations. Learners gain clarity on how to manage legal risk while maintaining transparent, compliant remuneration systems.
Remuneration packaging and benefits options contribute significantly to employee satisfaction and organisational value. This section outlines common benefits, incentive arrangements and packaging configurations, and evaluates their cost–benefit implications. It examines how benefit design must remain consistent with remuneration strategy and financial parameters.
Performance management and remuneration are closely linked. This section investigates how remuneration plans align with performance frameworks, how incentive structures reinforce organisational objectives, and how the effectiveness of performance-linked remuneration is monitored. It highlights the importance of maintaining transparent, credible connections between performance and reward.
Reviewing remuneration strategy ensures that it remains relevant, fair and legally compliant. This section explains how to consult managers and employees, amend strategies and plans, and ensure alignment with evolving organisational policies and regulatory requirements. It reinforces the importance of continuous review in supporting strategic and operational consistency.
Monitoring and evaluation support continuous improvement in remuneration practice. This section outlines how to review outcomes, assess organisational impacts, identify improvement needs and embed ongoing refinement processes. It emphasises the role of evaluation in maintaining responsive, credible remuneration systems.
Ethical considerations and organisational culture are integral to remuneration and benefits management. This section examines ethical practices, fairness, equity, transparency and cultural alignment, highlighting how remuneration systems influence trust, engagement and organisational values.
Organisational policies and procedural frameworks guide the governance of remuneration. This section addresses the need for accurate documentation, accessible policy frameworks and clear procedures for reviewing and updating strategy. It highlights how structured processes support accountability and operational consistency.
Financial and taxation considerations influence remuneration planning and implementation. This section explores Australian Taxation Office requirements—including income tax, superannuation reporting, FBT and bonuses—and examines the financial implications of remuneration packaging. Learners consider how financial controls and compliance processes integrate with strategic remuneration management.
Industrial agreements shape remuneration parameters across many workforce groups. This section explains the role of industrial instruments, how occupational groups are classified, and how organisational policy and industrial requirements must be aligned. It reinforces the importance of structured remuneration approaches in complex industrial environments.
The course concludes by examining how remuneration strategy supports broader organisational objectives. This section focuses on linking remuneration frameworks to business growth, workforce engagement and competitive positioning, while also exploring the application of remuneration knowledge in real operational contexts. Learners consider how to apply remuneration principles ethically, legally and strategically across diverse occupational groups.
By the end of this course, you will be equipped with the knowledge, skills and professional judgement required to manage remuneration and employee benefits in a way that supports fairness, compliance, organisational performance and a positive workforce experience.
Each section is complemented with examples to illustrate the concepts and techniques discussed.
LEARNING OUTCOMES:
By the end of this course, you will be able to understand the following topics:
1. Introduction to Remuneration & Employee Benefits
- Overview of remuneration and benefits in organisations
- Purpose and strategic importance of remuneration coordination
- Roles and responsibilities of HR practitioners in remuneration and benefits
2. Developing an Organisation Remuneration Strategy
- Identifying organisational goals and remuneration priorities
- Establishing guiding principles for remuneration strategy development
- Ensuring alignment with workforce planning and organisational capability needs
3. Updating the Organisation’s Remuneration Strategy
- Identifying the scope of remuneration and benefits plans with stakeholders
- Researching current practices, developments and legislative parameters
- Developing and referring remuneration and employee benefits options and recording agreed policies
4. Developing Stakeholder Consultation and Engagement
- Engaging relevant stakeholders in policy development
- Presenting options and linking remuneration strategy to organisational objectives
- Documenting and gaining agreement for remuneration policies and incentive plans
5. Market and Benchmarking Analysis for Remuneration
- Researching benchmarking data, salary surveys and market rates
- Understanding common remuneration models and approaches
- Positioning the organisation to remain competitive and an employer of choice
6. Coordinating Remuneration and Employee Benefits Strategy
- Determining occupational groups subject to industrial agreements
- Ensuring competitiveness of remuneration across occupational groups
- Aligning remuneration and benefits with performance management and organisational strategy
7. Legal, Regulatory and Compliance Aspects
- Ensuring remuneration and benefits comply with legal requirements and organisational policies
- Understanding legislation, regulations and standards affecting remuneration strategies
- Applying requirements of the Australian Taxation Office in remuneration coordination
8. Remuneration Packaging and Employee Benefits Options
- Identifying common remuneration and employee benefit types
- Designing incentive arrangements consistent with remuneration strategy
- Evaluating cost–benefit implications of benefits and packaging options
9. Performance Management and Remuneration Linkages
- Aligning remuneration and benefits plans with performance management systems
- Establishing incentive plans that drive performance and meet strategy
- Monitoring effectiveness of performance–remuneration link and stakeholder feedback
10. Reviewing and Updating Remuneration Strategy
- Consulting managers and employees about strategy effectiveness
- Amending strategy and plans as necessary to meet organisational policies and legal requirements
- Recording changes and ensuring continuous alignment with organisational objectives
11. Monitoring, Evaluation and Continuous Improvement
- Reviewing remuneration strategy outcomes and organisational impact
- Identifying areas for improvement and amendment
- Embedding continuous improvement processes in remuneration and benefits coordination
12. Ethical Practices and Organisational Culture
- Ethical practices relating to remuneration and benefits strategies
- Ensuring fairness, equity and transparency in remuneration systems
- Promoting an organisational culture aligned with remuneration strategy and employee benefits
13. Organisational Policies and Procedural Framework
- Understanding organisational policies and procedures affecting remuneration strategies
- Ensuring documentation of remuneration and benefits plans is accurate and accessible
- Establishing procedural frameworks for reviewing and updating remuneration strategy
14. Financial and Taxation Considerations in Remuneration
- Requirements of the Australian Taxation Office including income tax, superannuation reporting, FBT and bonuses
- Managing the financial implications of remuneration and benefits packaging
- Integrating financial controls and compliance into remuneration strategy
15. Industrial Agreements and Workplace Structures
- Relevant industrial agreements informing remuneration decisions
- Identifying occupational groups that are industrial-agreement based
- Ensuring remuneration strategy aligns with industrial agreement requirements and organisational policy
16. Strategic Alignment and Organisational Objectives
- Linking remuneration strategy to the organisation’s strategic objectives
- Ensuring remuneration and benefits plans support business growth and workforce engagement
- Positioning the organisation competitively through remuneration and benefits frameworks
17. Applying Remuneration Knowledge in Practice
- Demonstrating knowledge of remuneration principles, models and ethical practices
- Demonstrating knowledge of employee benefits, industrial agreements, organisational policies and legislation
- Applying skills to develop a remuneration strategy for different occupational groups
- Managing remuneration and benefits in line with legislative, ethical and policy requirements
COURSE DURATION:
The typical duration of this course is approximately 2-3 hours to complete. Your enrolment is Valid for 12 Months. Start anytime and study at your own pace.
COURSE REQUIREMENTS:
You must have access to a computer or any mobile device with Adobe Acrobat Reader (free PDF Viewer) installed, to complete this course.
COURSE DELIVERY:
Purchase and download course content.
ASSESSMENT:
A simple 10-question true or false quiz with Unlimited Submission Attempts.
CERTIFICATION:
Upon course completion, you will receive a customised digital “Certificate of Completion”.