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9 Cards in this Set
- Front
- Back
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Person-based Pay Structure |
- pay system that supports continuous learning and improvement, flexibility, participation, and partnership - based on differences in people's skills and competencies, will be more flexible and encourage agility |
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Need for Pay Structures |
1. collect and summarize information about work 2. determine what is of value to the organization 3. quantify that value 4. translate that value into internal structure |
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Skill-based Pay structures |
- link pay to skills, abilities, and knowledge that are relevant to work - pay individuals for all skills they have regardless if the job requires them or not - people can be deployed in a way that better matches the flow of work - breadth (general knowledge) and depth (particular knowledge) |
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Depth (Specialist) |
- based on knowledge of individual doing the job rather than on a job content or outpout - series of steps with each step corresponding to a level of education - more knowledge = more effective and more flexible |
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Breadth (Generalist/Multiskill-Based) |
- earn increases by acquiring new knowledge specific to a range of related jobs - pay increases with certification of new skills - based on the flow of work |
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Internally Aligned Structure |
- supports the organization's strategy - supports workflow - fair to employees - motivates their behaviour toward organization objectives |
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Supports the Strategy and Objectives |
- skills on which a structure is based should be directly related to the organization's objectives and strategy |
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Supports Workflow |
- more easily match people to a changing workflow |
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Fair to Employees |
- em |
