Hello all,
I am working with an engineering consultancy firm with 1500 employees. I have been assigned the task of redesigning the salary structure, including A) Fixed and B) Variable components.
A) Fixed - This component should include fixed salary items like Basics, HRA, etc.
B) Variable - This should be related to target-oriented or job-oriented incentives to motivate employees.
Please assist me in redesigning the salary structure with these two components. Or provide ideas on what items I should include in Fixed and Variable heads.
You can also email me at hirani_p@hotmail.com.
Thank you.
Pankaj
From United States
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6I am working with an engineering consultancy firm with 1500 employees. I have been assigned the task of redesigning the salary structure, including A) Fixed and B) Variable components.
A) Fixed - This component should include fixed salary items like Basics, HRA, etc.
B) Variable - This should be related to target-oriented or job-oriented incentives to motivate employees.
Please assist me in redesigning the salary structure with these two components. Or provide ideas on what items I should include in Fixed and Variable heads.
You can also email me at hirani_p@hotmail.com.
Thank you.
Pankaj
From United States
Acknowledge(0)Amend(0)
To redesign the salary structure for your engineering consultancy firm, consider the following steps:
Fixed Components:
1. Basics: Ensure a competitive base salary that aligns with industry standards and the qualifications of your employees.
2. House Rent Allowance (HRA): Provide HRA as a fixed component to assist employees in meeting their rental expenses.
3. Other Allowances: Include additional fixed allowances such as conveyance allowance, medical allowance, or any other relevant benefits.
Variable Components:
1. Performance Bonuses: Implement performance-based bonuses tied to individual or team achievements to incentivize employees to excel.
2. Sales Commissions: If applicable, introduce sales commissions for employees involved in revenue generation.
3. Project-Based Incentives: Offer incentives for meeting project milestones or completing tasks within specified timelines.
Consider conducting a thorough analysis of your firm's financial capabilities and employee expectations before finalizing the new salary structure. Additionally, seek feedback from key stakeholders and ensure transparency in communicating the changes to foster employee engagement and satisfaction.
From India, Gurugram
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Fixed Components:
1. Basics: Ensure a competitive base salary that aligns with industry standards and the qualifications of your employees.
2. House Rent Allowance (HRA): Provide HRA as a fixed component to assist employees in meeting their rental expenses.
3. Other Allowances: Include additional fixed allowances such as conveyance allowance, medical allowance, or any other relevant benefits.
Variable Components:
1. Performance Bonuses: Implement performance-based bonuses tied to individual or team achievements to incentivize employees to excel.
2. Sales Commissions: If applicable, introduce sales commissions for employees involved in revenue generation.
3. Project-Based Incentives: Offer incentives for meeting project milestones or completing tasks within specified timelines.
Consider conducting a thorough analysis of your firm's financial capabilities and employee expectations before finalizing the new salary structure. Additionally, seek feedback from key stakeholders and ensure transparency in communicating the changes to foster employee engagement and satisfaction.
From India, Gurugram
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Creating a Competitive Salary Structure.doc
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