Christmas in July! Get $20 off professional membership with promo code JULY17 thru 7/31 >>>
Make sure supervisors know these common justifications for harassment are unacceptable.
Is your employee handbook ready for the changing world of work? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
60+ new SHRM Seminar dates in 10 U.S. cities and virtually.
Register for one or both and join us for affordable, effective professional development. August 7 & 8 in Cleveland, Ohio.
Salary administration programs are designed to provide competitive and equitable base pay to all employees, through the use of salary structures and formal policies and procedures. Though many companies develop salary structures informally, having periodic benchmarking and salary structure adjustments can ensure internal parity while maintaining external competitiveness.
An effective salary administration program allows a company to meet the basic objectives of compensation: focus, attract, retain and motivate. In addition, the program should be flexible to allow for changing conditions and fluctuations within the company and marketplace. Often, salary administration programs are tied to a pay-for-performance philosophy, whereby annual increases are differentiated based on the evaluated performance of an employee, and may be further influenced by the employee's placement within his/her salary range.
Through a salary administration audit, the following would be addressed:
Once the salary structures and policies have been reviewed and updated, it is key to conduct training sessions with management to communicate what changes have taken place. This training will help with their continued buy-in, as well as allow managers to have a consistent message as they relate changes to their staff.
While the initial design process is well-intended, salary administration programs can fail for many reasons including the lack of:
Companies should consider the reassessment of their salary administration program, along with all their compensation plans, as a vital and on-going part of the program's success. Assessing the program to ensure that it continues to meet your company's needs—and that it is perceived as a credible and functional part of the HR process—will enhance your company's ability to remain a competitive force in the marketplace.
Sara D. Schmidt,PHR, is a consultant with
Compensation Resources, Inc.,a provider of compensation and HR consulting services to mostly mid- and small-sized public and private companies as well as not-for-profit organizations.
2013 Compensation Resources, Inc. All rights reserved. Republished with permission.
Related SHRM Articles:
Updating Salary Structure: When, Why and How?,
SHRM Online Compensation, May 2013
The Art of Setting Pay,
HR Magazine, May 2013
Building a Market-Based Pay Structure from Scratch, SHRM Toolkits, May 2013
SHRM Online Compensation Page
Salary Survey Directory
Compensation Data Center
Keep up with the latest news. Sign up for SHRM’s free
Compensation & Benefits e-newsletter
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
Choose from dozens of free webcasts on the most timely HR topics.
SHRM’s HR Vendor Directory contains over 3,200 companies
[/_catalogs/masterpage/SHRMCore/Main.master][Title][SHRM Online - Society for Human Resource Management]