Hi all!
There is a medium-sized company that now wants to introduce a Job Band and proper salary structure. I have done most of the work but would like to receive expert comments from you on the following subjects:
1. Which organizational structure will be good - flat or pyramid?
2. Can you please explain the major criteria you are following when finalizing the grade and compensation?
3. The company has a good number of technically sound, aged (retired) employees. Do you think it would be beneficial to provide them with normal employment again or put them as consultants for 1 year, with the option to renew as needed? How would the company benefit from this, and would the employees be content in this scenario?
I will await your valued opinion.
Regards,
Supriya
From India, Calcutta
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There is a medium-sized company that now wants to introduce a Job Band and proper salary structure. I have done most of the work but would like to receive expert comments from you on the following subjects:
1. Which organizational structure will be good - flat or pyramid?
2. Can you please explain the major criteria you are following when finalizing the grade and compensation?
3. The company has a good number of technically sound, aged (retired) employees. Do you think it would be beneficial to provide them with normal employment again or put them as consultants for 1 year, with the option to renew as needed? How would the company benefit from this, and would the employees be content in this scenario?
I will await your valued opinion.
Regards,
Supriya
From India, Calcutta
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Hi Supriya,
Greetings!!!
As far as my knowledge is concerned, the job band would work within the pyramid structure efficiently.
Out of my experience in developing a similar process, I would suggest that first, you have to work on streamlining existing employee skills and levels/designations. Once you have them all on a matrix, then work on determining how many levels you have with existing employees, which could give you an idea of the requirements in the band structure. Further, develop an approach for the band level structure aligning each existing level to fit into it. This way, you could justify the maximum employee roles and employment levels with the new process.
If the organization follows the employment policy where it explains the maximum employee age for services within the organization/retirement age, and the aged workforce falls into that bracket, then you can't bring them into the structure. In that case, it is always better to keep them as consultants with the same remuneration structure, maintaining a renewal option in the agreement. This practice is followed by most organizations as a service extension for their retired employees whom the company would like to retain for further periods.
Thanks & regards,
Vikram
From India, Hyderabad
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Greetings!!!
As far as my knowledge is concerned, the job band would work within the pyramid structure efficiently.
Out of my experience in developing a similar process, I would suggest that first, you have to work on streamlining existing employee skills and levels/designations. Once you have them all on a matrix, then work on determining how many levels you have with existing employees, which could give you an idea of the requirements in the band structure. Further, develop an approach for the band level structure aligning each existing level to fit into it. This way, you could justify the maximum employee roles and employment levels with the new process.
If the organization follows the employment policy where it explains the maximum employee age for services within the organization/retirement age, and the aged workforce falls into that bracket, then you can't bring them into the structure. In that case, it is always better to keep them as consultants with the same remuneration structure, maintaining a renewal option in the agreement. This practice is followed by most organizations as a service extension for their retired employees whom the company would like to retain for further periods.
Thanks & regards,
Vikram
From India, Hyderabad
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Compensation Structure.ppt
MODEL STRUCTURE OF COMPENSATION.do c