The wage received for work is a basic element of employment. The compensation system of the company is the composition of the rules under which the employees receive their financial compensation. In our approach, the organisations have to adapt their compensation systems to the circumstances along three characteristics: quantitative (competitiveness), qualitative (performance and personal responsibility) and safety criteria.
MOST COMMONLY, THIS ISSUE NEEDS TO BE FOCUSSED ON IF…
- … the labour market situation is changing.
- … the company’s market position and the competitive position of its products are changing.
- … the basic values of the organisation are changing.
- … we are reorganising the organisation.
- … we are establishing a new organization.
WHAT DO WE DELIVER? RESULTS OF THE PROJECT:
- The company’s labour market position improves.
- The company’s short-term workforce retention ability improves.
- The employees understand the relationship between the expected performance and their compensation.
- The chances for “exceptions” decrease.
- Employee engagement level increases.
- The willingness of leave decreases.
- The employers value prosition becomes clear.
- The company's short-term workforce retention potential is improving.
- The cost of fluctuation is reduced.
- It becomes clear to employees the relationship between their work and their compensation.
- The possibility of “picking” is reduced.
- Exit fluctuation decreases.
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