Any organisation must have a strong salary structure. If the salary structure is beyond or below the overall labor market, the comPany may be paying too much for their employees and will cause more operating costs, or probably too little that top performers will need to find work in other companies with good compensation package. These companies must be up-to-date and should act quickly. So, to facilitate good payment package, the โปรแกรมทำเงินเดือน must be ever ready with these changes. Below are tips on how to maintain a competitive salary structure:
- Perform a Review on Regular Schedules: Employers need to assess the overall salary structure at least every three or five years. The review will serve as the basis on whether the structure is still aligned with the company’s needs and with the labour market.
- Listen to Managers: In some cases, frontline managers will bring to HR concerning salary structure issues. The insights of management will determine if there are issues with the salary structure. After all, these managers would like to listen to their employees who want to earn more elsewhere before they leave the company. They may find it difficult to fill the position in their department. You can check the salary structure issues if theโปรแกรมทำเงินเดือน allows it.
- Check Broadly Whenever Needed: The salary structure may need to concern broader market forces depending on the company and the talent requirements. Specifically in the global economy, companies may be competing for greater talents anywhere around the world. However, the level of competition can vary depending on position. For instance, companies hiring nuclear physicists may need national or international market data, while administrative may base their salaries from the local market.
- Communicate the Results: Once the company is ready to adjust the salary structure, a โปรแกรมทำเงินเดือน must be ready for processing. Management must also educate and communicate with their employees about the changes. The employees must know what is happening, especially if the salary structure adjustment goes up or down. They need to understand why the positions are changing and what processes the company went through just to derive such adjustments.