Total Rewards
Making the Most from Salary Surveys
2008-10-08 at 08:31 AM
To attract and retain talent, you need to maintain competitive compensation practices. That's no easy task in an economic downturn characterized by mounting pressures on operating budgets. In today's business climate, how you analyze total compensation and manage salary dollars can make or break your bottom line.
Salary surveys can provide a useful starting point for such analysis. But to make the most of survey data, you need expert analysis and interpretation. And you need salary structures and pay practices that are closely aligned with market conditions, your operating and HR objectives, and your budget constraints.
The Chatfield Group can help you achieve these objectives. We have the compensation knowledge and expertise you need to gain the most value from your considerable investments of time and money in salary surveys. What's more, we are deeply grounded in association and not-for-profit management as well as a total rewards approach to compensation.
Check out our website to review our services in strategic compensation as well as examples of our work.
Contact Meredith Atherley for up-to-date insights in the area of strategic compensation and Patsy Svare for ideas about the importance of salary surveys in association and not-for-profit management.
Salary surveys can provide a useful starting point for such analysis. But to make the most of survey data, you need expert analysis and interpretation. And you need salary structures and pay practices that are closely aligned with market conditions, your operating and HR objectives, and your budget constraints.
The Chatfield Group can help you achieve these objectives. We have the compensation knowledge and expertise you need to gain the most value from your considerable investments of time and money in salary surveys. What's more, we are deeply grounded in association and not-for-profit management as well as a total rewards approach to compensation.
Check out our website to review our services in strategic compensation as well as examples of our work.
Contact Meredith Atherley for up-to-date insights in the area of strategic compensation and Patsy Svare for ideas about the importance of salary surveys in association and not-for-profit management.
Sensible Job Evaluations
2005-12-16 at 08:13 AM
Dear Workforce:We are in the process of salary reviews and currently use a points system for evaluations. How could we use job descriptions more sensibly in our job evaluation process?
— Need Pointers for Point System, hospitality, India
Dear Need Pointers:Of the commonly used methods of job evaluation, the point system is the most popular.
When using a point system, each job is compared with a list of predetermined job characteristics or factors and assigned point values for each factor. The job with the most points, theoretically, would be considered the most demanding or important and would, therefore, command the highest pay. Typically, the list of factors will range from five to 20 factors, including:
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