T.A.S.K.^®

The Tuned Assessment of Skills and Knowledge (T.A.S.K.®) is an online, skill-based job grading system whereby a natural progression of the acquisition of skills is emphasised throughout the grading process. The system is widely used in South Africa in the grading of non-executive jobs, across all industries.

T.A.S.K.® evaluations are based on 5 broad skill levels wherein each skill level is graded using the same four factors in accordance with guidelines and points values. The functionality of the system ensures that each grading session is recorded and additional supporting information and notes can be recorded and stored. Numerous reports are available; including detailed evaluation audit trails per grading session, as well as grade matrix reports and grade ranking reports.

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Peromnes^®

The Peromnes® system is a web-based job grading system that identifies and measures levels of job complexity from a number of perspectives and is specifically designed to give equal weight to all types and levels of positions. The system has been used over many years for the evaluation of highly specialised and unique positions within all types of commercial, industrial and academic organisations across both the public and private sectors.

The Peromnes® methodology evaluates and scores jobs in terms of eight factors. The factors appear as a standardised rating scale. The functionality of the system ensures that each grading session is recorded and additional supporting information and notes can be recorded and stored. Numerous reports are available; including detailed evaluation audit trails per grading session, as well as grade matrix reports and grade ranking reports.

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ExecEval™

The ExecEval™ System is specifically designed for evaluating jobs at executive level and enables comparisons to be made between different executive positions. It utilises factors that are common to senior jobs in any discipline, function or industry, and also takes into account the value of financial resources controlled. An essential element of the ExecEval™ approach is an authoritative analysis of the size and scope of the positions, as well as the size of the organisation they operate within.

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Reward Optimisation

With the rapidly evolving nature of the future of work, the importance for employers to differentiate themselves as an irresistible place to work has provided the impetus for organisations to pivot to a more strategic view of rewards.

Deloitte Consulting has both a unique point-of-view on the way in which employers are going to need to think differently about their relationship with their workforce and the way to get to the right outcome. In line with this, Deloitte have developed Reward Optimisation, a tool designed to assist organisations in optimising their reward spend, utilising employee preferences and value drives as the key driving factors.

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Remweb

Deloitte publishes a number of remuneration surveys and related reports on an ongoing basis, providing information regarding benchmarks and trends in remuneration in the South African market. All surveys are published on our RemWeb Survey Portal – an online benchmarking tool providing a range of analyses and reporting options to dynamically transform data. In addition to our standard salary surveys, Deloitte also conducts bespoke remuneration surveys for our clients. This offers a confidential means to obtain specific insights and benchmarks for a select market.

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Employee Insights

Deloitte Human Capital has extensive experience in end-to-end survey design, aligned to international best practice. The powerful, Deloitte-owned survey engine allows us the flexibility to tailor our surveys to the unique requirements of our clients, thereby offering real value whilst maintaining the highest levels of reliability and data privacy.

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Job Architecture

Job architecture is a method of organising / aligning jobs according to the type of work (functions) required and level of work (work levels) required. This can be used as a foundation for many Human Capital processes that support overall business objectives. Job architecture provides clarity, consistency and control of the organizational structure, which serves as the blueprint for all further people centered processes.

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