REMUNERATION MANAGEMENT
Successful and attractive companies are characterized through active remuneration management beside other important issues. The recruitment of qualified staff is never a problem for those companies as their employees commit themselves to the realization of the company’s targets due to adaptable compensation structures.
Objective based compensation salary systems are rewarding. Compensation systems are the framework for individual career plans by allocating a position’s value to appropriate salary ranges.
Our consulting services comprise internal as well as competitive aspects of organizational remuneration policy.
Well-balanced internal remuneration policy
Compensation structures are accepted internally if they are logical and fair and if the differentiation of salaries is based on accepted and traceable measurement values:
- Requirements of a position
- Knowledge and experience of job holder
- Performance of job holder
Set-up of compensation structures
- Analysis of positions
- Evaluation of positions
- Determination of positions’ ranking
- Allocating of equal value positions into groups
- Positioning of position holders within compensation ranges consideration of their performance, experience/background and potential market constraints
PMCI reviews and evaluates internal remuneration systems and/or their competitiveness and thereafter presents optimization recommendations.
PMCI also renders a partial or complete restructuring of remuneration systems tailored to the individual needs of a company.
We also provide the following consulting services:
- Job analysis and description
- Job evaluation
- Compensation comparisons
- Definition of goals and targets and performance evaluation
- Variable remuneration models for specific employee groups (Management, Sales etc.)
- Tailored remuneration packages for individual positions
- Definition of personnel structures and reduction of overlapping positions within management structure/organization development
