What are the types of methods for calculating the salary structure in companies?

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What are the types of methods for calculating the salary structure in companies?

Before starting with the article where we show, what are the types of methods for calculating the salary structure of a company, we must define the salary structure, it is an organizational policy, which based on a series of ranges, show which It is the minimum monetary remuneration for jobs, this allows discovering where these remunerations should be focused, justifying the salary bases and speeding up when making remuneration decisions.

For this it is prudent that there is an internal fairness, which helps to define the payment based on the responsibilities and that each individual contributes to the company. If we want to carry out this measurement, we have to make a job evaluation. This is given points according to their valuation, to later transform them into euros, thus creating the salaries that will be handled in the structure of the company. Knowing these factors we can begin to design a salary structure, but it is not that simple.

We hope that the following list of methods to evaluate the salary structure of a company will be part of a regulation so that each job within it is rewarded as it deserves. For this, the worker checks his contribution and what he receives for it, seeing consistency in the comparison of wages. For this, we have several methods with which we can make a salary structure, such as evaluating and classifying each position in the company, identifying and defining characteristics.

hand pointing to a structure

Evaluate and classify company positions

Before making a hierarchy, we have to classify the positions by leveling them by their level of importance in the company, this by making a professional profile of each worker, being classified into levels, which can be executives, supervisors and operatives. Thanks to this we can have a clearer vision of what salary base to give. We can classify these by their degree of mechanization, number of equipment and degree of specialization.

Identify and delimit characteristics

We have to identify the characteristics of the employees who work in the company, seeing the responsibilities that each one has in their work, this helps us to see for what purpose and what activities they carry out in the company. At the same time, you must know the qualities that each employee requires and that they occupy the position indicated for the company. Some characteristics that we can take into account are the worker’s time in the company, work performance, how many more of his branch there are, among others.

Being transparent and impartial

For this, we have to make use of regulations where they are established, each of the aspects that are taken into account to carry out the salary structure in the company. This point is very important, because the company must be ethical when defining the salary of its workers.

Each one of them deserves to be evaluated with the same criteria, this avoiding injustices. While it is obvious that the person in charge of marketing strategies, he does not earn the same as the head of his department, but not because of this, one of the two has a statutory privilege over the other. A company cannot be allowed to discriminate against its workers.

hand with pen on paper

Determine Benefits

Each worker must know the processes related to the company’s remuneration policy, this to ensure that there are conditions of transparency, coherence and equity. In turn, when carrying out this structure in the company, we must establish additional compensation benefits, which are intended to motivate the company’s employees to meet the goals set by the company. You must be realistic and capable of giving.

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