1. Match jobs to job titles, not job content.
2. Do not use bad job descriptions.
3. Do not write job descriptions in the first place!
4. Use data sources, no matches for your industry and employment.
5. You did not educate themselves about the basics of job analysis.
6. Use the wage data information collected from your employees about what
other companies pay their people.
7. Use contradiction statistical criteria, ie, median or mean, and salary rangeWidth.
8. Do not use geographical data corresponding to the level of work is based.
9. Let us convince others that the data that you have produced, is not relevant to your
Companies, because it is unique (ie, your employees deserve to pay more).
10. Do not get buy-in from key leaders in the study methodology from the start!
As from the surface up to a fairly simple exercise proves to be anything else! There are a number of technical details involved in the manufacture ofSalaries quality of your jobs as compared to the market!
Quality surveys correspond to jobs at the contents on the job market, not job titles. Find your people who have willingly the results of the informal market study done, you, games based on job title. And they do not know what the information that reflects they have received. Has the character, it provides the focus, actual salary paid or the minimum or maximum range of the salary? But they have to accept it at face value,especially if it earns more than they currently are, and they want to know why they are "underpaid."
To play games on the content of the work, it will have to be critical, timely and accurate job descriptions exist. At least the minimum qualifications and summary of each job should be well documented. Job descriptions have many applications in the world of human resource management:
* Job content evaluation
* Exchange of Salaries
* AssignEmployees suitable jobs
* Legal Defense and Compliance (FLSA, ADA)
* Establishing performance standards
* Organizational Design
* Recruiting
* Succession Planning / Career Paths on
Even if it is a very time-consuming and labor intensive process, documentation and maintenance of jobs they carry out an annual review of jobs is crucial to the effective management of human resources in any organization. Information about the content of the jobnormally receive through direct observation or by filling out the employee a job analysis questionnaire. This exercise can also serve to discrepancies between the employee and the supervisor in relation to what should be done in one day at work to solve your day basis.
Once the job descriptions are written and approved to survey sources can be selected by vote of industry and geographic data sources. It is important to get buy-in at this point with the question of keyExecutives what they want to have included surveys in the project, and then explain the polls that you believe should also be included, and why. If others are part of the process, it minimizes the questions if the results are presented and also provides inputs, which can enhance the final results.
In the analysis of market data, with respect to the statistics gathered from various sources are consistent. I usually use the 25th Percentile, and 75th center Percentile of their salaryranges, and the median income. The average age tends to be a better determinant of market interest rates as the center, because it does not distort as much as the center. Weighted average are sometimes useful, it depends on the development of the data while working through the project.
Once you determine what market interest rates for a job, then a comparison with the actual payment of your business rates should be conducted. If this work was completed for all contracts in your company total compensation positiontake in relation to the market can be easily determined. And you can cost out, how much money would be needed to bring up certain employees at market interest rates. Strategies on how to pay people who are currently at or above the market handle are identified.
Certainly, if an individual is decided to pay in relation to the market rates, there are many other variables to consider. These include:
* Your company compensation philosophy (as you regarding the paymentMarket)
* Individual performance evaluation and review of the history
* Total pay compensation (base & incentive / bonus)
* Individual contributions to the company
* Can (length of time at work is a test)
* Salary History
* Internal Equity
An annual review of all jobs should be conducted to ensure parity based on objective criteria to pay in order to ensure non-discriminatory wage policy in your organization. Minorities and women in the same salary and job offeras men with relevant professional experience and job history must be paid very similar wages. Explain your company needs to be able to explain why certain decisions made to pay for certain persons on the basis of objective criteria.
Most organizations do not pay decrease when they realize that they are paying too much for certain jobs. Usually they are "red-circle" of the work, which means that it is not eligible for funding increases for his services until the market gets to pay the current. The employeecan still opt for the payment of a lump sum for the recognition of performance and achievements into account, but the flat-rate premium is not built into the base pay for the cost merit budget is provided.
Many people are discouraged when they learn that they are not eligible for merit salary increases. But it does not have a negative message, they have the advantage of receiving an extra dollar, until the market catches up with them! And if they can multiply the approximate number of years thatthey have received a higher percentage of pay, they should be as happy, especially in economically difficult times, when the labor market is tight.
In this article, the foundations of a market survey and salary administration were investigated. What looks like a simple process is not in fact so! It is a methodology to work through this type of project and other improvements, such as salary ranges and pushing the design of jobs in these areas can also be carried out.
TheBenefits of a more structured salary administration program are many, with the primary one being cost-dollar cost of your salary, the biggest cost in any organization. The goal is to protect enough structure to put the company from litigation and to ensure consistent salary administration practices, while keeping the ability to make good business decisions.
© 2007 Regan HR, Inc.
Thanks To : ทำบุญวันเกิด sashacassand.blogspot.com
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