INCOMM Commissions

Additional features

1. Manage and Calculate Incentives and Compensation

Core function of the software to handle the management and calculation of various types of incentives and employee/collaborator compensation.

2. Variable Reward Management

Specifically focuses on managing variable rewards, including commissions, rent, bonds, awards, points, days, and combinations thereof.

3. Central Management of Variable Income Policies

Offers a centralized system to manage all variable income policies, providing a single source of control and overview.

4. Profiled Management of Variable Income Policies

Allows for profiled access, meaning different users can have different levels of access and permissions based on their roles.

5. Flexible Solution

Described as a flexible solution to accommodate varied and changing compensation needs and structures.

6. Integrated Environment

Combines administration and automation of variable income calculation in a single integrated environment for streamlined processes.

7. Secure Environment

Operates within a secure environment to protect sensitive compensation data and ensure confidentiality.

8. Business Rules Engine

Incorporates a business rules engine specifically designed for variable income and compensation calculations, offering tailored rule configuration.

9. IT Independence for Business Users

Provides business managers with the ability to manage the system independently, reducing reliance on IT for routine changes and configurations.

10. Covers 100% of Business Needs (Claimed)

Advertises to cover all business requirements related to variable income and compensation management in one solution.

11. World Class Architecture

Built using a high-quality, modern architecture, suggesting robustness and scalability.

12. Full Web Platform

Accessible via web browsers, offering accessibility from various locations and devices.

13. Open Architecture

Designed with an open architecture, possibly allowing for integrations and customizations with other systems.

14. 24/7 Service Availability

Provides continuous 24 hours a day, 7 days a week service availability, ensuring system uptime and accessibility.

15. Multiple Period Management

Allows for managing compensation across multiple periods, such as monthly, quarterly, or annual cycles.

16. Multiple Charges Management

Supports management of multiple charge types within compensation calculations.

17. Multiple Currencies Management

Handles calculations and payouts in multiple currencies, accommodating global operations.

18. Multiple Business Rules Management

Capable of managing complex and varied business rules for different compensation scenarios.

19. Multiple Organizational Area Management

Supports managing variable income across different departments or areas within the organization.

20. Two-Way Profiled Communication Channel

Offers a communication channel between the system and executives, likely for approvals, notifications, and reporting.

21. Reduces Manual Manipulation

Automates processes to minimize manual data entry and manipulation, reducing errors and increasing efficiency.

22. Auditable Processes

Provides an auditable system, enabling tracking and verification of calculations and payouts for compliance and transparency.

23. Focus on Administration, Not Operations

Shifts focus towards strategic administration of compensation programs, rather than day-to-day operational tasks.

24. Redesign and Improve Incentive Models

Facilitates the review, redesign, and improvement of existing incentive compensation models.

25. Improve Information Distribution and Timeliness

Enhances the speed and efficiency of distributing compensation-related information to relevant parties.

26. Improves Time to Market for Changes

Reduces the time required to implement changes to compensation plans and policies.

27. Ensures Integrity Throughout the Process

Maintains data and process integrity from calculation to payout, ensuring accuracy and reliability.

28. Provide Process Transparency

Increases transparency in the compensation calculation and payout process for all stakeholders.

29. Accessibility to All Actors

Provides appropriate access to relevant information for all parties involved in the compensation process, likely through profiled user roles.

30. Ranking by Office

Allows for creating performance rankings based on office locations for comparative analysis.

31. Ranking by Executive

Enables performance rankings of individual executives, likely for performance evaluation and recognition.

32. Generates Quality Information for Decision Making

Provides high-quality data and reports to support tactical and strategic decision-making within the company.

33. Online Daily Progress Presentation

Offers real-time or near real-time online access to track daily progress and performance against compensation plans.

34. Delivers Quality Service to Internal Customers

Aims to improve service quality for internal users of the system, such as HR or finance departments.

35. Internal SLA Control (Possible)

Potentially includes features to manage and monitor internal Service Level Agreements (SLAs) related to compensation processes.

36. Reduces Fraud Risks

Implements security features and process controls to minimize the risk of fraud in compensation payouts.

37. Simulation Environments

Allows for creating simulation environments to test different compensation scenarios and their potential impact before implementation.

38. Post Approval Process

Includes a workflow for approving calculated compensation posts before finalization and payout.

39. Reduces Hidden Costs from Process Failures

Aims to minimize hidden costs associated with errors and inefficiencies in manual or less robust compensation processes.

40. Reduces Hidden Costs from Lack of Trust

By increasing transparency and accuracy, aims to reduce costs associated with employee distrust in the compensation system.