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2 - HRC - Human Resources

HRC 149B - Job Evaluation & Salary Structure (10 Days)

Code Start Date Duration Venue
HRC 149B 15 July 2024 10 Days Istanbul Registration Form Link
HRC 149B 19 August 2024 10 Days Istanbul Registration Form Link
HRC 149B 23 September 2024 10 Days Istanbul Registration Form Link
HRC 149B 28 October 2024 10 Days Istanbul Registration Form Link
HRC 149B 02 December 2024 10 Days Istanbul Registration Form Link
Please contact us for fees


Course Description

Salary ranges help employers control their pay expenses and ensure pay equity among employees. It is critical that employers have rational explanations for why they pay their employees a certain rate, and defined salary ranges help accomplish that. The purpose of this course is to provide a basic set of steps for creating compensation grades and salary ranges.

Course Objectives

  • Determine the organization's compensation philosophy
  • Conduct a job analysis
  • Rank positions using a job evaluation method
  • Create job grades
  • Determine how to deal with salaries not within range

Who Should Attend?

  • HR & Compensation Professionals
  • Managers who are involved in Salary Structure
  • Everyone who requires an in-depth knowledge of working with and managing salary structures and compensation 

Course Details/Schedule

Day 1

  • The four ingredients for successful remuneration design
  • Pay Strategy
  • Grade Structure
  • Market Data
  • Number of Months
  • Salary Survey
  • 4 forms of equity and how to address each
  • Aim of conducting salary survey
  • Formal and informal surveys
  • Quartiles and percentiles
  • What else should be surveyed?

Day 2

  • Developing Grading and Basic Salary Structures
  • Definition and types of basic pay structures
  • Job Evaluation
  • Identifying Compensable factors
  • Determining the relative worth of jobs

Day 3

  • Different job evaluation systems
  • Job Ranking
  • Job Classification
  • Factor Comparison
  • Point Method
  • Pros and cons of each method, and when to use each?

Day 4

  • Job Grading
  • Grouping similar jobs into pay grades
  • Job families
  • Grading methodologies
  • Broadbanding

Day 5

  • Pricing pay grades
  • Plotting the wage curve
  • Market pricing of jobs
  • Establishing a strategic pay plan

Day 6

  • Fine Tune pay rates
  • Developing pay ranges
  • The minimum starting
  • The mid-point
  • The maximum
  • Correcting out-of-line rates
  • Managing red and green circles

Day 7

  • Implementing New Grading and Salary Structures
  • The role of management in implementation
  • The role of the HR and reward specialist
  • Guidance on how to make changes that ensure successful implementation
  • Communicating the new structures to employees
  • Managing progression through a pay range and managing compa-ratio
  • Coping with employees who reach the maximum of their pay scale

Day 8

  • Advanced Techniques for Managing Market Pay Premium
  • Different options for managing “pay premium” for specialist roles
  • Adjusted basic salary pay scale or specialist grades with dedicated pay scales
  • Additional skills premium allowance or market allowance
  • Using ranges-within-ranges or using restrictive compa-ratio ranges
  • Advanced concepts for managing salary structures and advanced design of pay scales
  • Managing “Narrow-Bands” and “Broad-Bands” and “Ranges-within-Range”
  • The Role of Recognition Programs for Employees

Day 9

  • Identifying the most appropriate schemes for your company
  • Understanding the popularity of incentive schemes
  • Some of the challenges of developing incentive schemes in Asia
  • The case for recognition
  • Types of recognition plans
  • The Role of Retention Programs for Employees

Day 10

  • What is a retention program in both a risk and non-risk context?
  • Why have retention plans linked to talent management and key employee plans?
  • Identifying the most appropriate retention schemes for your company
  • Types of retention plans and the typical costs of retention schemes