Before starting with the article where we show, what are the types of methods for calculating the salary structure of a company, we must define the salary structure, it is an organization policy, which based on a series of ranges, shows which It is the minimum monetary remuneration for jobs , this allows us to discover where these remunerations should be focused, justifying the salary bases and speeding up when making remuneration decisions.
For this it is prudent that there is internal equity, which helps to define the payment based on the responsibilities and that each individual contributes to the company. If we want to make this measurement, we have to do a job evaluation. This is giving points according to their valuation, to later transform them into euros, thus creating the salaries that will be managed in the structure of the company . Knowing these factors we can begin to design a salary structure, but it is not that simple.
We hope that the following list of methods to evaluate the salary structure of a company is part of a regulation so that each job within it is rewarded as it deserves . For this, the worker checks his contribution and what he receives for it, seeing consistency in the comparison of wages. For this, we have several methods with which we can make a salary structure, such as evaluating and classifying each position in the company, identifying and delimiting characteristics.
Evaluate and classify the positions of the company
Before making a hierarchy, we have to classify the positions by leveling them by their level of importance in the company , this by making a professional profile of each worker, being classified into levels, which can be executive, supervisory and operational. Thanks to this we can have a clearer vision of what salary base to give. We can classify these by their degree of mechanization, number of equipment and degree of specialization.
Identify and delimit characteristics
We have to identify the characteristics of the employees who work in the company , seeing the responsibilities that each one has in their work, this helps us to see for what purpose and what activities they carry out in the company. In turn, it is necessary to know the qualities that each employee requires and that he occupies the position indicated for the company. Some characteristics that we can take into account are the worker’s time in the company, job performance, how many more of their branch there are, among others.
Being transparent and impartial
For this, we have to make use of regulations where they are established, each of the aspects that are taken into account to carry out the salary structure in the company . This point is very important, because the company must be ethical when defining the salary of its workers .
Each of them deserves to be evaluated with the same criteria, this avoiding injustices . Although it is obvious that the person in charge of marketing strategies does not earn the same as the head of his department, but not for this, one of them has a statutory privilege over the other. A company cannot be allowed to discriminate against its workers.
Determine benefits
Each worker must know the processes related to the remuneration policy of the company, this to make sure that there are conditions of transparency, coherence and equity. In turn, when carrying out this structure in the company, we must establish additional compensation benefits , which are intended to motivate the company’s employees , this to meet the goals set by the company. You are must be realistic and able to award.
