The survey shows that regardless of their rank within the organisation, respondents have access to the same kind of benefits, and the distribution of various benefits is similar at all levels.
[CHART]The most common benefit across the whole sample - executive, management and general staff - is medical aid (56%), while cellular, vehicle and retirement benefits are enjoyed by just under half of the sample.
[CHART]Medical aid and retirement benefits are more common among general staff, while cellphone and entertainment benefits are most often afforded to senior executives.
A housing subsidy is the least common benefit, reported by less than 9% of respondents.
Participants reported both formal and discretionary incentive schemes as prevalent. The minority of respondents indicated the use of non-cash incentives to recognise individual success within the organisation.
Incentive trends
Morag May, a director at 21st Century Pay Solutions Group, says it is interesting to note that the majority of organisations (approximately 90%) offer some form of incentive scheme. "This is in line with national and international trends which reflect an increase in the use of incentives to reward performance."
[TABLE]Almost 70% of executives and 45% of general staff received an incentive in the last year. Incentive value was substantial, ranging between 17% and 20% of the total package.
[TABLE]Although executives are eligible for higher incentives, the actual incentives achieved are lower than those received by management and general staff (as a percentage of the total package).
[TABLE]The survey shows that most companies are trying to tempt their key staff with "golden handcuffs" - offering share options for which they become eligible after a certain period of time.
[TABLE]Of course, not all "golden handcuffs" are equally strong; a promise of a share in IBM is likely to be an effective loyalty generator.
"We don`t promise our people money," says Dudu Nyamane, human resources director of IBM SA. "If they excel, they`ll be rewarded accordingly."
She says IBM SA gives stock options on merit, while the time they become effective varies. "We can hire someone today and give them stock options in a month`s time - it`s only performance that determines if someone is eligible."
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