salary structure presentation

• Book a Speaker

Lorem ipsum dolor sit amet, consectetur adipiscing elit. Vivamus convallis sem tellus, vitae egestas felis vestibule ut.

Error message details.

Reuse Permissions

Request permission to republish or redistribute SHRM content and materials.

Salary Structures: Creating Competitive and Equitable Pay Levels

Salary structures are an important component of effective compensation programs and help ensure that pay levels for groups of jobs are competitive externally and equitable internally. A well-designed salary structure allows management to reward performance and skills development while controlling overall base salary cost by providing a cap on the range paid for particular jobs or locations. The following highlights are drawn from the 2010 Culpepper Salary Range Structure Practices Survey .

Key Survey Findings

• 72 percent of surveyed North American companies reported having formal base salary range structures.
• Most companies with formal base salary structures review their structures annually.
• 93 percent use compensation survey market data when designing salary structures.
• 82 percent use traditional salary structures, while 7 percent use broadband structures.
• 55 percent have multiple structures varying by job and/or geographic location.
• Salary range spreads and midpoint-to-midpoint differentials vary significantly by job level.

Salary Ranges and Structures Defined

A salary range is the span between the minimum and maximum base salary an organization will pay for a specific job or group of jobs. A salary range structure (or salary structure ) is a hierarchal group of jobs and salary ranges within an organization. Salary structures often are expressed as pay grades or job grades that reflect the value of a job in the external market and/or the internal value to an organization.

Percent of Companies with Formal Salary Range Structures

Seventy-two percent of surveyed companies reported having formal salary range structures (Table 1). As companies increase in size they are more likely to have salary range structures. Less than half of companies with fewer than 100 employees use salary range structures. In contrast, about four out of five companies with more than 500 employees use salary range structures.

Frequency Salary Range Structures Are Reviewed

Salary range structures should be reviewed regularly to maintain a competitive edge in attracting and retaining top talent. Most companies with formal base salary range structures review their ranges and structures annually (Table 2).

Nineteen percent of participants with formal salary range structures reported that they do not use formal salary structures with executives.

Companies choosing "other/varies" indicated that the frequency for reviewing structures varies by type of job, business unit, location or union status. Examples include:

• Some companies with union employees review salary structures based on the length of multiyear labor contracts and review other nonunion jobs annually.
• Some companies in very competitive job markets review salary structures for critical jobs semiannually.

Methods Used to Design Salary Range Structures

The two most common methods companies use to design base salary structure ranges are market pricing using external market data and point factor focusing on internal pay equity.

Most companies use a market-pricing approach with current salary survey data for individual jobs, to design and adjust salary range structures (Figure 1). Only 3 percent of companies rely solely on the point-factor method, which assigns a point value to specific jobs within a company.

In addition, 19 percent of companies blend market-based and point-factor approaches when designing their salary range structures.

Traditional vs. Broadband Salary Structures

Traditional salary structures are organized with numerous layers and range structures (or pay grades) with a relatively small distance between each range. This provides a hierarchal system enabling employees to be promoted from one pay grade to another. When designed correctly, traditional structures enable the recognition of differing rates of pay for performance and guarantee a reasonable level of control over internal compression and salary expenditures.

Broadband salary structures are more flexible and consolidate pay grades into fewer structures with wider salary ranges.

On average, 82 percent of surveyed companies use traditional salary structures, while only 7 percent use broadband structures (Figure 2). Nine percent use a hybrid or mix of traditional and broadband structures.

Single vs. Multiple Salary Structures

Fifty percent of companies with salary range structures have multiple structures varying by job and/or geographic location. There is a strong correlation between job level and number of salary structures. Single salary structures are more common for executives and multiple salary structures are more common for nonexecutive positions (Table 3).

As companies increase in size, they typically have a higher number of salary structures to accommodate more locations and job structures.

Data source: 2010 Culpepper Salary Range Structure Practices Survey of 360 organizations.

Survey dates: August 26 through October 25, 2010.

Breakdown by size:

• Up to 100 employees: 11%
• 101 to 500 employees: 18%
• 501 to 2,500 employees: 28%
• 2,501 to 10,000 employees: 27%
• Over 10,000 employees: 15%

Breakdown by sector:

• Technology: 34%
• Life science: 10%
• Health care services: 8%

Breakdown by ownership/corporate status:

• Public: 43%
• Private: 35%
• Not-for-profit: 15%

Participants by location:

• United States: 95%

Culpepper and Associates conducts worldwide salary surveys and provides benchmark data for compensation and employee benefits programs.

Reposted with permission.

Source: 2010 Culpepper Salary Range Structure Practices Survey, November 2010. www.culpepper.com

Related Content

A 4-Day Workweek? AI-Fueled Efficiencies Could Make It Happen

The proliferation of artificial intelligence in the workplace, and the ensuing expected increase in productivity and efficiency, could help usher in the four-day workweek, some experts predict.

How One Company Uses Digital Tools to Boost Employee Well-Being

Learn how Marsh McLennan successfully boosts staff well-being with digital tools, improving productivity and work satisfaction for more than 20,000 employees.

Advertisement

Artificial Intelligence in the Workplace

​An organization run by AI is not a futuristic concept. Such technology is already a part of many workplaces and will continue to shape the labor market and HR. Here's how employers and employees can successfully manage generative AI and other AI-powered systems.

HR Daily Newsletter

New, trends and analysis, as well as breaking news alerts, to help HR professionals do their jobs better each business day.

Success title

Success caption

• My presentations

Auth with social network:

Download presentation

We think you have liked this presentation. If you wish to download it, please recommend it to your friends in any social system. Share buttons are a little bit lower. Thank you!

Presentation is loading. Please wait.

CHAPTER 11 Establishing a Pay Structure

Published by Dale Ambrose Riley Modified over 8 years ago

Similar presentations

Presentation on theme: "CHAPTER 11 Establishing a Pay Structure"— Presentation transcript:

1 Market Pricing Organizations seek to offer market based pay rates in order to attract and retain competent employees There are two basic methods to recognize.

Human Resource Management: Gaining a Competitive Advantage Chapter 11 Pay Structure Decisions Copyright © 2013 by The McGraw-Hill Companies, Inc. All rights.

Human Resource Management Lecture-28. Job Pricing.

Compensation Compensation is the reward that individuals receive in exchange for performing tasks A major cost of doing business The chief reason people.

PowerPoint Presentation by Charlie Cook The University of West Alabama Copyright © 2005 Thomson Business & Professional Publishing. All rights reserved.

IMPORTANT PLEASE SELECT A TABLE AT WHICH NONE OF THE PEOPLE OF YOUR REGULAR GROUP ARE SITTING GOAL IS TO REARRANGE ALL GROUPS (JUST FOR THIS MEETING)

OS 352 1/24/08 I. Organizational Justice II. Laws affecting human resource management. III. Federal enforcement of employment laws. IV. Reminders: A. Read.

MGMT Managing Employee Reward Systems Individual Pay Determination Creating Equitable Salary Structures.

©a Times Mirror Higher Education Group, Inc., company, 1997 IRWI N Equity Theory OUTCOME INPUTS OUTCOME INPUTS ? the same more or less A person evaluates.

Human Resource Management TENTH EDITON © 2003 Southwestern College Publishing. All rights reserved. PowerPoint Presentation by Charlie Cook Compensation.

Chapter 11 establishing a pay structure

COMPENSATION Part I.

Human Resource Management: Gaining a Competitive Advantage

1-1 McGraw-Hill/IrwinCopyright © 2009 by The McGraw-Hill Companies, Inc. All Rights Reserved. fundamentals of Human Resource Management 4 th edition by.

Motivating Employees through Compensation

16-1 McGraw-Hill/IrwinCopyright © 2009 by The McGraw-Hill Companies, Inc. All Rights Reserved. fundamentals of Human Resource Management 4 th edition by.

Compensation management

Copyright ©2012 by Cengage Learning. All rights reserved.9- 1 Chapter 9 Compensation and Benefits Prepared by Joseph Mosca Monmouth University.

About project

© 2024 SlidePlayer.com Inc. All rights reserved.

Prefer a self-guided tour?

In just 5 minutes (no strings attached!), learn how market leaders use Leapsome to build high-performing teams, enable managers and retain their best talent.

What is a salary structure & how to develop one for your company

“That’s above my pay grade” might come to mind when thinking about salary structures. And yes, pay grades are part of salary structures. Still, they’re just one aspect of this fundamental — and, to the detriment of employee engagement (1), often opaque — element of the compensation planning process. 

As employees become more open to talking about salary (2) with their colleagues and peers, and job hopping becomes the norm for the millennial workforce (3), salary structuring is something that growing organizations should be eager to explore and discuss.

But we’re not just here to explain why you need to develop a salary structure for your company. We also want to leave you with actionable steps and insights to help you put one in place.  ‍

• Payscale , 2022
• Inc. Magazine , 2022
• CNBC , 2022 ‍

What is a salary structure?

A salary structure is a compensation framework that organizes company positions into a series of tiered pay grades or salary ranges. The three most common types are market-based, traditional, and broadband salary structures. A company’s chosen model usually depends on size, compensation philosophy, business objectives, and how competitive the industry is. 

Salary structures should also evolve with time. That means organizations must review their salary ranges regularly to ensure they still align with their mission, objectives, and growth stage. For young companies and those in a growth stage, adopting an intentionally developed salary structure can help you stay competitive while keeping your salary expenditure within budget.

“Never build your pay structure as a set-in-stone plan. You should revise your pay structure annually to ensure it’s on par with the job market and accepted among your employees. Some companies revise their compensation plans every 3-5 years, but I find that too much changes in that time. Over the course of a year, I’ve seen my company grow, market conditions change, inflation rise, wages increase, and pay equity laws get amended. All of these factors make a large impact on expectations for compensation. With this in mind, you should always design your salary structure with room for growth. ” ‍ — David Aylor, owner of David Aylor Law Offices

🚀 Build a salary structure that works for you with Leapsome Leapsome’s compensation management planning and scaling tools are designed to automate your compensation workflows and help you grow. 👉 Learn more

Types of salary structures

There are three main types of salary structures companies can adopt to compensate employees — but that doesn’t mean you should have a “pick one” mindset. 

Let’s break down how each of these structures works so you can take what best suits your company, leave what doesn’t, and understand how you can tailor them to fit your company’s unique needs. ‍

Traditional salary structure

The system of dividing employee salaries into position-based pay grades comes from traditional salary structures. That means that, for one role — suppose it’s a junior accountant role — two employees could be paid at different levels, or pay grades, depending on professional factors like experience, seniority, credentials, or skills.

‍ So, someone new to your accounting firm and fresh out of university might make a salary in the first paid grade. However, another junior accountant who’s been with your firm for two years and just passed their CPA exam could earn a salary in the fourth or fifth pay grade.  

With this kind of structure (unlike with broadbanding), salaries for given roles are broken down into multiple, rather narrow pay grades with a small margin between the maximum and minimum salaries. 

The multiple pay grades and narrow salary ranges ensure that employees don’t hit their maximum salary for the position too quickly. Companies also opt for this system as a retention strategy to show that there’s room for gro​​wth.

Let’s look at some example annual pay grades for the same role within the same company :

• ‍ Pay grade 1 : US$45-47,000
• ‍ Pay grade 2 : US$47-49,000
• ‍ Pay grade 3 : US$49-51,000
• Pay grade 4 : US$51-53,000
• Pay grade 5 : US$53-55,000 ‍

Market-based salary structure

In a market-based salary structure, companies use market data from similar industries and roles to develop each salary range. This is probably the most common salary structure, as it helps companies stay on par with competitors, attracting and retaining talent.

However, while taking market data into account is important, there’s an emerging sentiment that relying exclusively on market data to make salary decisions isn’t always the best practice. There are a few reasons for this:

• The market can be volatile, and changes can be unpredictable
• Market data doesn’t always take your company size, values, pay equity, or compensation philosophy into account
• Smaller organizations in the growth stage often lack representation in salary survey data

Creating a salary structure should be a holistic process; if taking a market-based approach, consider that market data, while useful, warrants an objective assessment in balance with fiscal responsibility and business goals.

Broadband salary structure

In a broadband structure (also referred to as broadbanding), the salary range for a role is broken down into fewer pay grades with wider ranges between the minimum and maximum rates.

Unlike in a traditional salary structure, a company that chooses broadbanding may assign only two or three pay grades for a given role; there are also more significant differences between your maximum and minimum salaries than you’ll find in a traditional salary structure. 

While broadbanding can give the impression of fewer promotion opportunities, one advantage of this approach is its flexibility and potential for better internal equity. This is especially helpful for employers that want to move from a strict organizational hierarchy to a more horizontal structure with seamless internal promotion opportunities, as broadbanding reduces the number of apparent “tiers” that exist in a traditional structure.

Employees may also enjoy the feeling that, because they might share the same pay grade as someone with more seniority or experience, they’re equally valued and respected team members.

“The advantage of broadbanding is its greater emphasis on career development and progression compared with traditional salary structures. Broadbanding is suited for organizations that wish to respond quickly to changes in recruiting markets and want to have a flatter, less hierarchical organizational structure.” ‍ — Dean Kaplan, president of The Kaplan Group

But broadband salary structures can also lead to more internal inequity. While managers have more discretion over how much to pay an employee, the wider salary range can also mean there aren’t as many built-in steps to ensure that two employees with the same role and background aren’t paid vastly different amounts.

For employers that don’t take the time to review their compensation decisions for fairness, this could lead to one worker being paid more for the same role — but for subjective (and possibly biased) reasons.

Ultimately, broadbanding can be an effective way to organize your salary structure as long as managers, HR professionals, and leadership are aware of its potential shortcomings. ‍

How to develop a salary/pay structure

As part of your employee compensation plan , your company’s pay scales are central to your ability to attract, retain, motivate, and reward talent. How to develop your salary structure depends on what style you decide to adopt and how you customize it, but here are some essential steps you can take to create one for your organization.

1. Define your compensation philosophy & strategy

A compensation philosophy is a formal statement explaining the “why” behind your company’s approach to compensation. It should guide all your future decisions around compensation while promoting transparency within your company and financial flexibility.

And while your compensation philosophy should be there to help you make judgments around compensation as a whole (including topics like total rewards and benefits), it can also help you drill down into the connection between your salary structure and your business objectives. 

Suppose you run a small software development startup. Your compensation philosophy statement might highlight that you pay software developers salaries between the 75th and 80th percentile because of how central they are to your company’s success and your previous experiences hiring for those roles. Meanwhile, you may decide to offer salaries for other positions within the 50th to 70th percentile.

Your compensation philosophy is also key to establishing how incentive pay works at your company. It also gives you space to explain how you’ll navigate pay raises and whether you’ll base them on factors like time with the company, performance, or embodiment of company values. ‍

2. Perform a job cost analysis 

Conducting a job cost analysis (also known as “job costing”) helps you weigh how much you pay employees against how profitable they are for your company. And if you haven’t done one already, it’s time to ask yourself what your average profit-per-project expectations are.

If you’re currently exceeding your set profit-per-project goals — let’s say you want to make 50% profit, and you consistently make around 65% — it may mean you’re underpaying your people. In that case, it might be time to probe further into the data to determine which teams or departments are most profitable and why.

Once you’ve worked out your current cost per employee, you should also do some market research to see how other companies value similar roles. ‍

3. Compare your average salaries to your competitors’

Analyzing your competitive posture is one of the most useful aspects of a market-based approach to salary structuring, especially if you’ve committed to paying higher-than-market rates for some or all of your positions in your compensation philosophy. 

If attracting and retaining top talent is your current goal, and your median salaries are lower than the market average, you need to update your pay structure or your overall compensation plan to account for that difference. ‍

4. Determine your company’s pay raise margin

Your company’s pay raise margin (also called your compensable leverage ) is the average percentage you increase employee salaries yearly You’ll also want to compare this metric with pay raise margins for similar jobs on the market. 

If your pay raise margin is similar to or higher than your industry’s average, your pay raises are competitive and may not need adjustment. If they’re lower, consider increasing them to improve your competitive posture, or think about what rewards and incentives you’ll offer instead — like opportunities for continuous development or other types of bonuses throughout the year. ‍

5. Check for any outliers

Finally, do an equity check to ensure there aren’t inconsistencies across departments and teams. If you have employees or even entire teams earning significantly more than their colleagues or market averages, do some investigating. Make sure that any increases in compensation have been made based on appropriate criteria like performance, experience, or whether someone’s role is central to your company’s business strategy. ‍

6. Create your company’s salary structure

Once you’ve fine-tuned your structure, apply it to your current staff. This is when you should offer salary increases to employees who are earning below your defined minimums. 

And what about workers earning above your maximums? A recommended practice, in this case, is freezing the employee’s next salary raise until any shifts in the market justify an increase. 

You may, like many companies, decide the best time to roll out pay increases or have conversations around compensation is during annual performance reviews. The performance review salary increase doesn’t have to be an uncomfortable practice. It can, in fact, empower managers and employees to have more open conversations about compensation and assure people that the organization is putting thought into its decisions. 

Finally, communicate your salary structure and process to your staff. Ensure employees understand where they fall in a given salary range and how that will change as they grow with your organization.

When it comes to compensation, transparency is key; employees are more likely to feel their input matters when you take the time to explain the “what” and the “how” behind the organization’s salary structure. ‍

🚀 Leapsome can help you develop a salary structure that suits your needs ‍ Our compensation management planning and scaling tools help you streamline your compensation workflows and help you grow. 👉 Learn more

Benefits of a salary structure

A robust salary structure can have substantial cultural, organizational, and economic benefits for your company. The right salary structure can help you:

• Set fair, clear guidelines to guide compensation decisions: When done right, your compensation plan and salary structure can help create trust and psychological safety within your company. And with two out of three workers reporting a belief that compensation should be part of their companies’ DEI (diversity, equity, and inclusion) initiatives, organizations need structured salary plans that are straightforward, simple to implement, and easy to talk about with employees company-wide.
• Better allocate resources and make budgeting easier: While creating a salary structure can require an unexpected mixture of quantitative analysis and creative decision-making, putting one in place will make budgetary considerations easier. After all, you’ll have a solid grasp of where you can make financial compromises and where you can’t. 
• Contribute to an open, transparent company culture: 79% of employees want more employer transparency around salaries, and for a good reason. Creating and sharing a salary structure with your company keeps you from making subjective and unwise compensation decisions and can support accountability around pay. ( And, by the way, a company committed to transparency is likely to have better employee engagement and more positive scores on engagement surveys and their employee NPS ).
• Help with career planning and progression: The pay grades system embedded in typical salary structure frameworks can help managers and HR professionals responsibly usher employees along their career development journey and advise staff during career development talks .
• Stay competitive in a tight labor market: When sought-after talent researches your company’s salaries and compares your organization with competitors (which they will), a well-designed salary structure will show you recognize that employees deserve to be rewarded for their efforts with monetary compensation.
• Increase employee motivation and satisfaction: According to a recent report from SHRM ranking factors for employee satisfaction, compensation came second only to respectful treatment of employees. And overall, people aren’t just interested in more money for money’s sake: they want to know they’re being paid fairly and can expect increases in compensation as part of their growth within your company. ‍

⭐ Along with compensation, growth opportunities are a huge motivator for employees. Don’t let your employees stagnate: Check out our guide for developing career progression frameworks for your company.

Set up scalable compensation processes with Leapsome

Your company’s compensation planning process — from salary to benefits and incentives — isn’t just about keeping you financially viable from year to year. Your approach to compensation is also critical to your ability to retain and attract great talent. And you need great people if you want to grow! 

And Leapsome’s here to grow with you. Our tools for compensation and promotions can help your team simplify the salary structure process and evolve — no matter what stage your compensation management strategy is at. ‍

🚀 Create and refine your salary structure with Leapsome Discover Leapsome’s reusable templates and automated workflows for compensation management planning and scaling. 👉 Book a call with one of our experts

Leapsome Team

Related Articles

Our guide to a comprehensive promotion policy

A manager’s guide to promotion announcements that get people excited

Variable compensation | Definition, types, pros & cons

Ready to upgrade your people enablement strategy.

Exlpore our performance reviews, goals & OKRs, engagement surveys, onboarding and more.

The #1 rated HR platform for people enablement

Schedule a demo to find out why leading companies choose Leapsome, the intelligent HR platform that empowers managers to develop, align, and engage their teams.

• Get AI-powered recommendations 🪄
• Save countless hours with automations ⏱️
• Learn from industry best-practices and benchmarks 📊

1,600+ forward-thinking companies choose Leapsome

Schedule a demo

Our friendly team will be in touch right away!

Mitarbeiter entwickeln mit Leapsome

Stärken Sie Mitarbeiter-Engagement und Erfolg Ihres Unternehmens - wie andere führende Marken.

Interesse an Leapsome?

Unsere Produktexperten zeigen Ihnen gerne unsere Plattform oder eröffnen einen Account.

Employee compensation presentation: A comprehensive guide

How to create a compensation program that is fair and competitive, while also meeting your business goals.

Raja Bothra

Building presentations

Hey there, folks!

Are you ready to dive into the world of employee compensation presentations?

Imagine having the power to craft engaging slides that captivate your audience.

Today, we're going to explore the ins and outs of creating a top-notch Employee Compensation Presentation, and we'll sprinkle in some expert advice along the way.

What is employee compensation?

Let's kick things off by defining our star of the show: employee compensation. Compensation refers to the total rewards an employee receives for their hard work. This includes not only their salary but also benefits, incentives, and more. It's the whole package that keeps your employees motivated and satisfied.

Benefits of employee compensation presentation

Why should you bother with an Employee Compensation Presentation? Well, my friends, there are plenty of good reasons!

• Clarity and transparency : A well-crafted presentation ensures that employees understand their compensation thoroughly.
• Motivation : By presenting incentives and bonuses effectively, you can motivate your team to excel.
• Retention : Happy employees are more likely to stay, reducing turnover.
• Compliance : Ensure your compensation plan complies with legal requirements.
• Communication : Bridge the gap between HR and employees by presenting compensation clearly.

How to structure an effective employee compensation presentation

Now that we've established the importance of employee compensation presentations, let's delve into structuring one like a pro.

Introduction: Setting the stage

‍ At the beginning of your employee compensation presentation, it's crucial to establish a warm and engaging tone. You can acknowledge the importance of the topic and the impact it has on employees' lives. Introduce yourself and your role within the company, which helps create a personal connection with the audience. Clearly state the purpose of the presentation, emphasizing that it is designed to help employees better understand their compensation and its significance in their overall employment experience.

Agenda: Outlining the presentation

‍ Following your introduction, provide a clear and concise agenda for the presentation. This overview serves as a roadmap for your audience, letting them know what topics you will cover during the session. It sets expectations and helps employees follow the flow of the presentation.

Compensation philosophy: Clarifying your approach

‍ In this section, you should explain the company's compensation philosophy. Discuss the guiding principles behind how compensation is determined within your organization. This can include concepts like fairness, competitiveness, and alignment with the company's mission and values. Stress the importance of providing fair and competitive compensation to retain and motivate employees.

Types of compensation: Break it sown

‍ To make the presentation comprehensive, delve into the various components of the compensation package. This may include base salary, bonuses, benefits, and equity. For each component, explain how it contributes to the overall compensation structure and why it is a part of the package.

Compensation benchmarks: How you compare

‍ Highlight how your company's compensation packages compare to industry benchmarks and competitors. This allows employees to gauge their market value and understand where your organization stands in relation to others in the industry. Emphasize any areas where your company excels in compensation to boost employee morale.

Performance evaluation: Linking compensation to results

‍ In this section, discuss the link between performance evaluation and compensation adjustments. Explain the processes involved, such as annual performance reviews, merit increases, and bonuses. Provide clarity on the performance metrics and criteria that impact compensation decisions.

Benefits and perks: Beyond salary

‍ Detail the various benefits and perks offered by your organization, which go beyond the core salary component. This may include health insurance, retirement plans, wellness programs, and any unique offerings that differentiate your company. Explain how these benefits contribute to employees' overall well-being and work satisfaction.

Total rewards: Summing it up

‍ Calculate the total value of an employee's compensation package, considering salary, bonuses, benefits, and equity. Demonstrate how these elements combine to provide a comprehensive picture of compensation, reinforcing the overall value of the package.

Communication and resources: Where to get information

‍ Provide information on where employees can access additional resources and support, such as HR personnel, compensation guides, or online tools. Encourage employees to reach out for further information and assistance and make it clear that the company is there to support them.

Q&A session: Addressing employee concerns

‍ After presenting the core content, open the floor for questions and discussion. This session is vital for addressing any concerns or inquiries that employees may have. Ensure that employees feel heard and that their questions are answered thoroughly, promoting transparency and trust.

Conclusion: Wrapping it up

‍ In your conclusion, summarize the key takeaways from the presentation. Reiterate the company's commitment to providing fair and competitive compensation. Express appreciation for employees' contributions and hard work, reinforcing their value to the organization.

Follow-up: Stay in touch

‍ Consider sending a follow-up email after the presentation, including presentation materials, key points, and contact information for further questions. Offer one-on-one sessions for employees who need more personalized assistance, demonstrating the company's dedication to supporting individual needs.

Feedback: Continuous improvement

‍ End the presentation by encouraging employees to provide feedback on the session. This feedback is invaluable for continuous improvement, ensuring that future presentations on compensation are even more effective and responsive to employees' needs.

Do’s and don'ts on an employee compensation presentation

Now that you're on the road to creating a stellar presentation, let's go over some do's and don'ts.

• Do keep it clear : Clarity is key. Ensure that your presentation is easy to understand.
• Do include graphics : Visuals can make complex information more digestible.
• Do motivate : Use slides to inspire and motivate your team.

Don'ts:

• Don't overload with information : Keep it concise and to the point.
• Don't ignore design : Poor design can distract from your message.
• Don't skip compliance : Ensure your compensation plan aligns with legal requirements.

Summarizing key takeaways

Let's quickly recap the essentials of crafting a compelling employee compensation presentation:

• Define employee compensation.
• Understand the benefits of a well-designed presentation.
• Structure your presentation effectively.
• Follow the do's and don'ts for a successful presentation.

1. What is the best way to create a compensation presentation that stands out?

To create an outstanding compensation presentation, start by utilizing premade templates, which offers a compensation plan framework that can be customized to your specific needs. You can download pre-designed PowerPoint presentation slides, pdf and templates to save time and ensure a professional layout. This will help you build a compensation structure that aligns with your organization's goals while presenting a visually appealing proposal.

2. How can I effectively communicate compensation and benefits to my team?

When presenting employee compensation components and benefits, it's essential to use engaging presentation graphics. Presentation complete deck platform provides powerpoint presentation slides and templates that are completely editable, allowing you to tailor the content to your audience. This will help you convey the remuneration and salary plus commission details clearly while keeping your audience's attention.

3. Can I find pre-designed slides for an employee compensation report sample?

Yes, powerpoint offers a wide range of slide templates for various purposes, including employee compensation, compensation breakup, internal assessment, external assessment, talent management. You can access pre-designed PowerPoint presentation slides and templates to create a presentation that meets your specific requirements. These slides are recently uploaded and can be easily customized to present your compensation plan effectively.

4. How can I make sure my compensation presentation is on-brand and complies with company standards?

Our platform provides presentation graphics and layouts that are approved by many Fortune companies. By using these slides with brand-approved designs, you can ensure that your presentation is 100% on brand and in compliance with your organization's guidelines. This is especially important when presenting compensation proposals to maintain consistency and professionalism.

5. What are the key steps in building a compensation plan presentation?

Building a compensation plan presentation involves several important steps. Start with a basic employee compensation layout and then customize it per your requirements. Utilize PowerPoint presentation slides and templates to create a compensation ppt presentation that effectively communicates the compensation structure, including base pay, perquisites, and territory volume. Additionally, consider incorporating job evaluation and internal/external assessments to provide a comprehensive overview of your compensation plan.

Create your employee compensation presentation with prezent

Prezent simplifies the process of creating your employee compensation presentation. With its extensive library of professionally designed templates, you can kickstart your presentation with ease and save valuable time. These templates are highly customizable, allowing you to tailor them to your brand's identity and specific content requirements.

Prezent also offers a wealth of graphics and visuals to help you illustrate complex compensation information in a clear and engaging manner. Real-time collaboration features facilitate teamwork, making it efficient for multiple team members to work on the presentation simultaneously. Moreover, Prezent's trusted status as an approved vendor by Fortune companies ensures that your presentation meets high compliance and quality standards. With Prezent, you can confidently craft a compelling compensation presentation that informs and impresses your audience.

Remember, the power to engage, motivate, and retain your employees lies in your presentation skills. So go ahead, craft that compelling compensation presentation, and watch your HR game soar!

Sign up for our free trial or book a demo ! ‍

More zenpedia articles

Empathy in communication: The role of empathetic communication for successful business

Speak to their minds: Understand the psychology of the audience

Strategic planning presentation: A comprehensive guide

Get the latest from Prezent community

Join thousands of subscribers who receive our best practices on communication, storytelling, presentation design, and more. New tips weekly. (No spam, we promise!)

Are you responsible for interviewing & hiring at your company? Round1.ai will give you resume screening superpowers . Learn more .

In this post:

• Understanding Salary Structures
• Designing an Effective Salary Structure
• Ensuring Fairness and Transparency in Salary Structures
• Important Considerations for Salary Structures
• Frequently Asked Questions about Salary Structures

The Ultimate Guide to Designing an Effective Salary Structure

In the realm of human resources and organizational management, salary structures play a pivotal role in attracting and retaining top talent, as well as ensuring fair compensation practices within an organization. An effective salary structure not only provides clarity and transparency to employees, but it also serves as a tool for achieving strategic organizational goals. This comprehensive guide aims to explore the intricacies of salary structures, from understanding their fundamental concepts to designing them in a manner that aligns with your organization’s objectives.

Before delving into the various types of salary structures, it is important to first grasp the fundamental concept and purpose behind them. In essence, a salary structure refers to the hierarchical arrangement of compensation levels within an organization. This structure takes into account job roles, responsibilities, skill requirements, and market factors to establish a logical framework for salary scales and ranges.

Salary structures are designed to ensure internal equity, which means that employees are fairly compensated based on their job responsibilities and levels of expertise. Moreover, salary structures also facilitate external competitiveness, as they provide a benchmark for compensation in relation to the industry and labor market trends.

Exploring Different Types of Salary Structures

There is a wide array of salary structures that organizations can adopt, each with its own unique characteristics. One popular type is the traditional salary structure, which typically consists of a predetermined set of pay grades that are based on factors such as job levels, experience, and educational qualifications. This approach provides a standardized framework for categorizing employees and setting salary ranges.

In contrast, modern salary structures are more flexible and dynamic, allowing for greater customization and individualization. These structures often incorporate elements such as skill-based pay or competency-based pay, which focus on rewarding employees based on their specific skills, competencies, or contributions to the organization.

Traditional vs Modern Salary Structures

When considering whether to adopt a traditional or modern salary structure, organizations must carefully evaluate the pros and cons of each approach. Traditional salary structures offer stability and simplicity, as they rely on established frameworks and pay grades. They also promote consistency and equity in compensation practices.

On the other hand, modern salary structures enable organizations to recognize and reward high-performing individuals more effectively. By aligning pay with specific skills or contributions, organizations can incentivize employees to acquire new skills and drive innovation.

The Pros and Cons of Different Salary Structures

Regardless of the type of salary structure chosen, it is important to weigh the pros and cons to ensure its alignment with organizational objectives. Traditional salary structures, while providing stability, can sometimes lead to limited flexibility and may not adequately reward high performers. Modern salary structures, while fostering individualization and innovation, can be more complex to manage and may require thorough job evaluations and skills assessments.

Another type of salary structure that organizations may consider is the market-based salary structure. This structure is based on the external market value of jobs and aims to align compensation with industry standards. By conducting market research and analyzing salary surveys, organizations can determine competitive salary ranges for different positions.

In addition to market-based salary structures, some organizations may opt for a performance-based salary structure. This structure ties compensation directly to individual or team performance. Employees are rewarded based on their achievement of specific goals, targets, or key performance indicators. Performance-based salary structures can motivate employees to excel and drive results, as their compensation is directly linked to their performance.

Now that we have explored the various types and considerations related to salary structures, let’s delve into the essential steps involved in designing an effective one for your organization.

Steps to Create a Customized Salary Structure

The first step in creating a customized salary structure is to conduct a thorough job analysis. This involves determining the key responsibilities, skill requirements, and qualifications for each job role within the organization. By analyzing job descriptions and conducting interviews with incumbents, you can establish a solid foundation for designing salary scales and levels.

Next, it is crucial to conduct market research and benchmarking to ensure external competitiveness. This involves analyzing compensation data from industry surveys or utilizing salary databases to determine the prevailing market rates for similar job roles within the industry.

Once the market data is gathered, it is important to establish pay grades or bands that align with the internal hierarchy and job evaluation results. These pay ranges should take into consideration the factors such as job complexity, required qualifications, and experience levels.

Furthermore, you should consider implementing a salary progression plan within the structure. This plan outlines the progression employees can expect based on performance, tenure, or other relevant criteria. This helps to motivate and incentivize employees to strive for higher levels of performance.

Factors to Consider When Designing a Salary Structure

When designing a salary structure, organizations should take into account various factors to ensure fairness and effectiveness. One crucial factor to consider is the organization’s values and compensation philosophy. By aligning the salary structure with the organization’s values, you can ensure that compensation practices are in line with the overall strategic direction.

Additionally, it is important to consider internal equity and the principle of equal pay for equal work. This means that employees in similar job roles should receive comparable compensation based on their skills, experience, and performance. Discrimination and pay disparities should be avoided at all costs.

Moreover, market competitiveness should be a key consideration in designing an effective salary structure. Analyzing market trends and adjusting salary ranges accordingly will help attract and retain top talent.

Another factor to consider is the cost of living in different geographic locations. Organizations operating in multiple regions or countries may need to adjust salary structures to account for variations in living expenses.

Furthermore, it is important to consider the impact of benefits and perks on the overall compensation package. Including benefits such as healthcare, retirement plans, and flexible work arrangements can enhance the attractiveness of the salary structure and contribute to employee satisfaction and retention.

Creating and implementing a salary structure is a continuous process that requires regular evaluation and updates. It is important to ensure fairness and transparency to maintain employee trust and satisfaction.

Regular Evaluation and Updates of Salary Structures

Regular evaluations of salary structures are necessary to ensure they remain relevant and aligned with organizational goals. This can be achieved by conducting periodic market research to capture any significant changes in compensation trends.

Furthermore, organizations should assess the effectiveness and impact of the salary structure by monitoring employee satisfaction, retention rates, and overall performance metrics. This evaluation process allows for adjustments and refinements to be made as needed.

Effective Communication of Salary Structures to Employees

To promote transparency and avoid misconceptions, it is crucial to effectively communicate the salary structure to employees. This includes explaining the rationale behind the structure, the factors that drive compensation decisions, and the opportunities for growth and progression within the structure.

Regular communication channels, such as town hall meetings or individual discussions with employees, should be utilized to address any concerns or questions related to the salary structure. This fosters a culture of openness, trust, and clarity surrounding compensation practices.

When designing and implementing a salary structure, organizations should be aware of and address various important considerations. One crucial consideration is the legal compliance with labor laws and regulations. It is essential to ensure that the salary structure adheres to equal pay legislation and prohibits discrimination based on gender, race, or any other protected characteristics.

Another consideration is the scalability and flexibility of the structure. As organizations grow and evolve, the salary structure should be able to accommodate changing needs and job roles. Regular reviews and adjustments should be made to ensure the structure remains effective and adaptable.

To further clarify and address commonly asked questions, let’s explore a few key inquiries related to salary structures:

Q: Can a salary structure be applied to all types of organizations?

A: Yes, salary structures can be implemented across various types of organizations, regardless of industry or size. However, the specific design and customization may vary depending on the organization’s needs and characteristics.

Q: How often should salary structures be reviewed?

A: It is recommended to review salary structures at least once a year or whenever significant changes in the external environment or job market occur. Regular evaluations allow for adjustments and ensure the structure remains fair and competitive.

Q: Can employees negotiate their salary within a salary structure?

A: While salary structures provide a framework for compensation, there may still be room for negotiation within the allocated pay ranges. Factors such as experience, qualifications, and negotiation skills may influence individual compensation packages within a given range.

Q: How does a salary structure impact employee motivation and performance?

A: A well-designed and communicated salary structure can positively impact employee motivation and performance. Clear salary progression plans and opportunities for growth within the structure incentivize employees to strive for higher levels of performance and contribute to organizational success.

Q: Are there any limitations or challenges associated with salary structures?

A: Despite their numerous benefits, salary structures may pose challenges in terms of complexity, administrative burden, and potential perceptions of unfairness. It is important for organizations to address these challenges through proper communication and regular evaluation.

By following the guidelines and recommendations outlined in this comprehensive guide, organizations can design and implement effective salary structures that support their strategic objectives. Through careful analysis, customization, fairness, and transparency, salary structures can serve as a crucial tool for attracting, retaining, and motivating the right talent within an organization.

Unlock Your Hiring Potential Today

Streamline your recruitment process with our AI-driven platform designed for your business.

303.532.2550

[email protected]

Copyright 2023, Round1.ai. All Rights Reserved | Privacy | Terms of Use

Powerpoint Templates

Icon Bundle

Kpi Dashboard

Professional

Business Plans

Swot Analysis

Gantt Chart

Business Proposal

Marketing Plan

Project Management

Business Case

Business Model

Cyber Security

Business PPT

Digital Marketing

Digital Transformation

Human Resources

Product Management

Artificial Intelligence

Company Profile

Acknowledgement PPT

PPT Presentation

Reports Brochures

One Page Pitch

Interview PPT

All Categories

Employee Salary Break Up Powerpoint Presentation Slides

Get access to this tailor-made easy to understand Employee Salary Break Up PowerPoint Presentation Slides to manage employee salary. Salary Structure PowerPoint complete deck comprises of content ready templates like basic employee compensation layout, employee compensation components, break-up, system, plan types, employee compensation package, compensation plan framework, salary structure, employee compensation sheet, list of employee’s benefits, employee benefits criteria, concept of employee benefits, etc. Set different salary grade and create incentive programs using this professionally designed employee salary management PPT visuals. Additionally, the ready to use payroll management PPT slides are completely customizable. You can add or delete the content if needed. This presentation is apt for HR managers to present employee benefits. Download CTC break-up presentation template to showcase employee benefits like social security, pay raise, health insurance, etc. Employee compensation and benefits presentation slides help you to communicate your ideas in an impressive manner.

• Add a user to your subscription for free

You must be logged in to download this presentation.

Do you want to remove this product from your favourites?

PowerPoint presentation slides

Presenting this set of slides with name - Employee Salary Break Up Powerpoint Presentation Slides. We bring to you to the point topic specific slides with apt research and understanding. Putting forth our PPT deck comprises of thirty nine slides. Our tailor made Employee Salary Break Up Powerpoint Presentation Slides editable presentation deck assists planners to segment and expound the topic with brevity. The advantageous slides on Employee Salary Break Up Powerpoint Presentation Slides is braced with multiple charts and graphs, overviews, analysis templates agenda slides etc. to help boost important aspects of your presentation. Highlight all sorts of related usable templates for important considerations. Our deck finds applicability amongst all kinds of professionals, managers, individuals, temporary permanent teams involved in any company organization from any field.

People who downloaded this PowerPoint presentation also viewed the following :

• Business Slides , Flat Designs , Visuals and Illustrations , Complete Decks , All Decks , Human Resource Management , Proposals , HR , HR Proposal
• Employee Salary Break Up ,
• CTC Breakup ,
• Salary Structure

Content of this Powerpoint Presentation

Slide 1 : This slide introduces Employee Salary Break-Up. State Your Company Name and begin. Slide 2 : This slide shows Content of the presentation. Slide 3 : This slide shows Basic Employee Compensation Layout. Slide 4 : This slide presents Employee Compensation Components describing- Pay, Salary, Wages, Incentives, Social Security, Job and Career-related Benefits. Slide 5 : This slide displays Employee Compensation Breakup describing- Benefits, Compensation, Performance & Talent Management. Slide 6 : This slide represents Employee Compensation System describing- Protection Program, Pay for Time Not Worked, Services and Perquisites, Base Pay, Merit Pay, Incentive Pay, Deferred Pay. Slide 7 : This slide showcases Employee Compensation Plan Types as Territory Volume, Straight Salary, Salary Plus Commission, Commission Only. Slide 8 : This is another slide with Employee Compensation Plan Types. Slide 9 : This is another slide with Employee Compensation Plan Types. Slide 10 : This slide shows Employee Compensation Package describing- Build up a Pay Philosophy, Set Different Salary Grades, Determine if Salaries are Competitive, Pay Raises, Creating Employee Bonus & Incentive Programs. Slide 11 : This slide presents Compensation Plan Framework with Internal Assessment, External Assessment, Management. Slide 12 : This slide displays Employee Compensation Structure describing salary break-up. Slide 13 : This slide represents Employee Compensation Sheet showing earnings, deductions and net salary. Slide 14 : This slide showcases Employee Compensation Report Sample. Slide 15 : This slide shows List of Employee Benefits describing- Meal Breaks, Social Security, Perks & Bonuses, Pay Raise, Employees Allowance, Health Insurance, Paid Vacation, Achievement Award. Slide 16 : This slide presents Employee Benefits Criteria in hierarchy form. Slide 17 : This slide displays Employee Benefits Component Table describing benefits provided by employer and government. Slide 18 : This slide represents Employee Benefits Concept with- MEAL BREAKS, SOCIAL SECURITY, PARKS & BONUSES, PAY RAISE, EMPLOYEES ALLOWANCE, ACHIEVEMENTS AWARD. Slide 19 : This is another slide with Employee Benefits Concept. Slide 20 : This slide showcases Employee Benefits Segments describing- Social Security, Pay Raise, Employees Allowance, Paid Vacation, Meal Breaks, Perks & Bonuses, Health Insurance, Achievement Award. Slide 21 : This slide shows Employee Benefits Template. You can add or edit data as per requirements. Slide 22 : This is another slide presenting Employee Benefits Template. Slide 23 : This is another slide with Employee Benefits Template. Slide 24 : This slide represents Employee Benefits Survey Template with scale range from strongly agree to strongly disagree. Slide 25 : This slide displays Employee Salary Break-Up Icons. Slide 26 : This slide is titled as Additional Slides for moving forward. Slide 27 : This is Our Mission slide with related imagery and text. Slide 28 : This is About Us slide to show company specifications etc. Slide 29 : This is a Financial slide. Show your finance related stuff here. Slide 30 : This is Blub or Idea slide to state a new idea or highlight information, specifications etc. Slide 31 : This is Our Target slide. State your targets here. Slide 32 : This is another slide displaying Our Target. Slide 33 : This is a Puzzle slide with additional text boxes. Slide 34 : This is Our Team slide with names and designation. Slide 35 : This is another slide for Our Team. Slide 36 : This is a Location slide with maps to show data related with different locations. Slide 37 : This is a Quotes slide to convey message, beliefs etc. Slide 38 : This is a CONTACT US slide with address, contact number and email address. Slide 39 : This is a Thank You slide for acknowledgement.

Employee Salary Break Up Powerpoint Presentation Slides with all 39 slides:

Customers feel enchanted by our Employee Salary Break Up Powerpoint Presentation Slides. Gazes get fixed by their brilliance.

Ratings and Reviews

Got any suggestions?

We want to hear from you! Send us a message and help improve Slidesgo

Top searches

Trending searches

11 templates

20 templates

holy spirit

36 templates

9 templates

25 templates

memorial day

12 templates

Salary Analysis Consulting

It seems that you like this template, salary analysis consulting presentation, free google slides theme and powerpoint template.

Salary analysis consulting is an important process for businesses of all sizes, helping them to make informed decisions about their employee compensation packages. It involves collecting and analyzing data from job market surveys, industry-specific salary studies, and other sources to develop an accurate picture of the current market value of positions within the organization. Share the results of these investigations with a template designed specifically for consultants like this one! These slides are the perfect fusion between functionality and creativity!

Features of this template

• 100% editable and easy to modify
• 50 different slides to impress your audience
• Contains easy-to-edit graphics such as graphs, maps, tables, timelines and mockups
• Includes 500+ icons and Flaticon’s extension for customizing your slides
• Designed to be used in Google Slides and Microsoft PowerPoint
• 16:9 widescreen format suitable for all types of screens
• Includes information about fonts, colors, and credits of the resources used

How can I use the template?

Am I free to use the templates?

How to attribute?

Attribution required If you are a free user, you must attribute Slidesgo by keeping the slide where the credits appear. How to attribute?

Related posts on our blog.

How to Add, Duplicate, Move, Delete or Hide Slides in Google Slides

How to Change Layouts in PowerPoint

How to Change the Slide Size in Google Slides

Related presentations.

Premium template

Unlock this template and gain unlimited access

Register for free and start editing online

• Ultimate Combo

• Sign Out Sign Out Sign In

222 Best Salary-Themed Templates for PowerPoint & Google Slides

With over 6 million presentation templates available for you to choose from, crystalgraphics is the award-winning provider of the world’s largest collection of templates for powerpoint and google slides. so, take your time and look around. you’ll like what you see whether you want 1 great template or an ongoing subscription, we've got affordable purchasing options and 24/7 download access to fit your needs. thanks to our unbeatable combination of quality, selection and unique customization options, crystalgraphics is the company you can count on for your presentation enhancement needs. just ask any of our thousands of satisfied customers from virtually every leading company around the world. they love our products. we think you will, too" id="category_description">crystalgraphics creates templates designed to make even average presentations look incredible. below you’ll see thumbnail sized previews of the title slides of a few of our 222 best salary templates for powerpoint and google slides. the text you’ll see in in those slides is just example text. the salary-related image or video you’ll see in the background of each title slide is designed to help you set the stage for your salary-related topics and it is included with that template. in addition to the title slides, each of our templates comes with 17 additional slide layouts that you can use to create an unlimited number of presentation slides with your own added text and images. and every template is available in both widescreen and standard formats. with over 6 million presentation templates available for you to choose from, crystalgraphics is the award-winning provider of the world’s largest collection of templates for powerpoint and google slides. so, take your time and look around. you’ll like what you see whether you want 1 great template or an ongoing subscription, we've got affordable purchasing options and 24/7 download access to fit your needs. thanks to our unbeatable combination of quality, selection and unique customization options, crystalgraphics is the company you can count on for your presentation enhancement needs. just ask any of our thousands of satisfied customers from virtually every leading company around the world. they love our products. we think you will, too.

Widescreen (16:9) Presentation Templates. Change size...

Group work building business and income projection salary increase money gold

Slides enhanced with businessman pumping salary in business concept

PPT layouts featuring businessman asking for salary increase isolated on white backgro

Presentation consisting of salary increase concept with businessman

Slides enhanced with young businessman asking for salary increase in office backdrop

Presentation theme with businessman receiving his salary and bonus background

Theme consisting of businessman pumping salary in business concept

Theme enhanced with businessman receiving his salary and bonus

PPT theme featuring show me the money card isolated on white

PPT theme featuring tools and bills of u s dollar currency

PPT theme enhanced with beautiful hispanic woman wearing casual clothes doing money gesture with hands asking for salary payment millionaire business

PPT layouts consisting of young christian priest over isolated background doing money gesture with hand asking for salary payment millionaire business

Theme consisting of businessman balancing between taxes and salary

Slides consisting of businessman balancing between taxes and salary background

Slide deck featuring middle age bald man wearing casual clothes doing money gesture with hands asking for salary payment millionaire business backdrop

Presentation design featuring businessman balancing between taxes and salary

Slide set consisting of businessman balancing between taxes and salary

Presentation enhanced with businessman flying in salary concept

Presentation design featuring businessman receiving his salary and bonus

Theme having businessman balancing between taxes and salary

Slide set consisting of businessman pumping salary in business concept

Slides featuring young businessman asking for salary increase in office backdrop

Presentation theme featuring word salary on red business binder on a desk background

Presentation design having payday end of month date on calendar with red marker and circled salary day

Theme featuring young caucasian man wearing camouflage army uniform doing money gesture with hands asking for salary payment millionaire business

Presentation design with man and woman discussing in office

Theme enhanced with man and woman discussing in office background

PPT theme featuring young man at a a job interview with two interviewers showing them his resume aerial shot taken from directly above the table

Presentation design consisting of what are your salary requirements background

PPT layouts having employee in salary increase concept background

Presentation with salary increase concept with businessman

Presentation theme having salary increase concept with businessman background

Presentation theme having businessman flying in salary concept

Slide deck enhanced with wooden blocks with the text salary background

PPT layouts featuring businessman balancing between taxes and salary

Presentation theme enhanced with businessman balancing between taxes and salary

Presentation with businessman balancing between taxes and salary

Presentation design with businessman balancing between taxes and salary

Presentation having businessman asking for salary increase isolated on white backgro

PPT theme having business man pointing the text salary increase

More salary templates for powerpoint and google slides:.

Company Info

• Preferences

Salary Structure - PowerPoint PPT Presentation

Salary Structure

Webinar series in designing a compensation structure - deals about the classification of salary components, compensation structure, governance or compliance and sample salary structure. – powerpoint ppt presentation.

• Payroll Webinar Series
• Compensation is the total amount of the monetary and non-monetary pay provided to an employee by an employer in return for work performed as required.
• Compensation also includes payments such as bonuses, profit sharing, overtime pay, recognition rewards and checks, and sales commission.
• The ultimate goal of compensation planning is to reward and encourage employees to do well in their jobs. Some of the objectives are sought to be achieved through effective compensation planning like
• Entice the employees
• Retain the best talent
• Ensure equity
• Reward new ideas and
• Cost control
• Classification of Salary Components
• Compensation Structure
• Governance/Compliance
• Sample Salary Component Structure
• Ensure that the salary components are in compliance with income tax rules and labour laws
• Refer to minimum wages act-state rules for any specific segment of workers
• Union employees salary structures are governed by Union agreement/settlement
• Ensure that the special/other/personal allowance is lesser than the other components in salary structure
• To get detailed information about Designing a Simple Compensation Structure in video form please click the link below
• http//www.adp.in/webinars/designing-a-simple-comp ensation-structure.aspx
• Aligning Pay Structures with Job Evaluation

PowerShow.com is a leading presentation sharing website. It has millions of presentations already uploaded and available with 1,000s more being uploaded by its users every day. Whatever your area of interest, here you’ll be able to find and view presentations you’ll love and possibly download. And, best of all, it is completely free and easy to use.

You might even have a presentation you’d like to share with others. If so, just upload it to PowerShow.com. We’ll convert it to an HTML5 slideshow that includes all the media types you’ve already added: audio, video, music, pictures, animations and transition effects. Then you can share it with your target audience as well as PowerShow.com’s millions of monthly visitors. And, again, it’s all free.

About the Developers

PowerShow.com is brought to you by  CrystalGraphics , the award-winning developer and market-leading publisher of rich-media enhancement products for presentations. Our product offerings include millions of PowerPoint templates, diagrams, animated 3D characters and more.