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Naspers CPO Aileen O'Toole on the outperforming group's secret sauce: Executive pay is 90% based on risk

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When? This feed was archived on December 07, 2018 01:58 (6y ago). Last successful fetch was on October 14, 2020 05:12 (4y ago)

Why? Inactive feed status. Our servers were unable to retrieve a valid podcast feed for a sustained period.

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Manage episode 213408249 series 2078207
Content provided by Biznews.com and Alec Hogg. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Biznews.com and Alec Hogg or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://player.fm/legal.

Setting pay scales is among the most vexing of challenges for multinational corporations. But the complexity becomes almost overwhelming for a group like Naspers which competes against global tech titans but is headquartered in one of the most unequal societies on earth.

Adding to this complexity is the double edged sword of its early investment in Tencent, the Hong Kong start-up that has become one of the world’s biggest internet businesses. Because of the huge impact of Tencent’s uplift for Naspers, shareholders fret that executives who weren’t around when the investment was made are now are getting a free ride.

Then there’s the impact of a European-based executive team being paid in hard currency which appear extreme in terms of the rand reporting base.

Naspers’s Chief People Officer Aileen O’Toole has the responsibility for this hot potato. As you will hear in this episode of the Rational Perspective , her approach has been to push for the highest possible level of transparency to encourage rational debate.

The centrepiece is a radically enhanced 25 page remuneration report that was released on Friday alongside the 2018 annual report. Already there's been a fair amount of uninformed comment.

See omnystudio.com/listener for privacy information.

  continue reading

1628 episodes

Artwork
iconShare
 

Archived series ("Inactive feed" status)

When? This feed was archived on December 07, 2018 01:58 (6y ago). Last successful fetch was on October 14, 2020 05:12 (4y ago)

Why? Inactive feed status. Our servers were unable to retrieve a valid podcast feed for a sustained period.

What now? You might be able to find a more up-to-date version using the search function. This series will no longer be checked for updates. If you believe this to be in error, please check if the publisher's feed link below is valid and contact support to request the feed be restored or if you have any other concerns about this.

Manage episode 213408249 series 2078207
Content provided by Biznews.com and Alec Hogg. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Biznews.com and Alec Hogg or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://player.fm/legal.

Setting pay scales is among the most vexing of challenges for multinational corporations. But the complexity becomes almost overwhelming for a group like Naspers which competes against global tech titans but is headquartered in one of the most unequal societies on earth.

Adding to this complexity is the double edged sword of its early investment in Tencent, the Hong Kong start-up that has become one of the world’s biggest internet businesses. Because of the huge impact of Tencent’s uplift for Naspers, shareholders fret that executives who weren’t around when the investment was made are now are getting a free ride.

Then there’s the impact of a European-based executive team being paid in hard currency which appear extreme in terms of the rand reporting base.

Naspers’s Chief People Officer Aileen O’Toole has the responsibility for this hot potato. As you will hear in this episode of the Rational Perspective , her approach has been to push for the highest possible level of transparency to encourage rational debate.

The centrepiece is a radically enhanced 25 page remuneration report that was released on Friday alongside the 2018 annual report. Already there's been a fair amount of uninformed comment.

See omnystudio.com/listener for privacy information.

  continue reading

1628 episodes

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