How was the new salary structure developed?

In new structure, employees attendance is biomaterial in HRIS system you may say totally electronic. Less chance of mistakes and genuine salary is paid.

Dear Ahmed, 

Thank you for the invitation.

Salary or pay structure encourages high performance and career progression, it also manages pay raises.

 

However, some smaller organizations manage without any form of pay structure, but it is essential for an organization to design pay structure once they reach around 200 as a framework for reward management which should be aligned with the organization strategy. 

 

In Angola, salary structures depend largely on academic level and work experience in the area

local market conditions:ost of living, taxes and labour market conditions in different countries currency exchange rates companies may adjusst salaries according to exchange rates local regulations labour laws,taxes,benefits different countries, industry standard certain industries, like finance or tech experience and qualifications employees with unique skills or experience may receive differe t salaries companies should ensure fair and transperent compensation practices regardless of nationality

local market conditions:ost of living, taxes and labour market conditions in different countries currency exchange rates companies may adjusst salaries according to exchange rates local regulations labour laws,taxes,benefits different countries, industry standard certain industries, like finance or tech experience and qualifications employees with unique skills or experience may receive differe t salaries companies should ensure fair and transperent compensation practices regardless of nationality

Based on the job position and also the abilities of the people

Yes different salaries at same Positions.

Developing a new salary structure involves several key steps to ensure fairness, competitiveness, and alignment with the organization’s goals. Here’s an overview of how a new salary structure is typically developed: Market Research: Conduct market research to gather data on salary trends for similar positions in the industry. This helps in understanding the competitive landscape and setting benchmarks1. Job Analysis: Perform a thorough analysis of each job role within the organization. This includes understanding the responsibilities, required skills, experience, and education for each position2. Job Evaluation: Evaluate and rank jobs based on their relative importance and complexity. This helps in creating a hierarchy of positions and determining appropriate pay levels2. Salary Surveys: Participate in or purchase salary surveys to obtain detailed compensation data. These surveys provide insights into what other companies are paying for similar roles1. Define Pay Grades: Establish pay grades or bands that group similar jobs together. Each pay grade has a minimum, midpoint, and maximum salary range3. Set Salary Ranges: Develop salary ranges for each pay grade based on market data, internal job evaluations, and the organization’s compensation philosophy1. Review and Adjust: Regularly review and adjust the salary structure to ensure it remains competitive and aligned with market trends, inflation, and changes in the organization1. Communicate and Implement: Clearly communicate the new salary structure to employees. Transparency about how salaries are determined can help in building trust and ensuring acceptance2. Monitor and Evaluate: Continuously monitor the effectiveness of the salary structure and make adjustments as needed. This includes gathering feedback from employees and managers2.

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yes different nationalities & same positions

Each company may have its own approach, but these steps are commonly involved in creating a new salary structure..

Companies analyze industry standards and competitor salaries to ensure their compensation is competitive.

Positions are assessed based on responsibilities, skills required, and market demand to determine their relative worth within the organization.

Gathering feedback from employees can provide insights into satisfaction and expectations regarding compensation.

Adjustments may be made based on geographical differences in living costs.

Ensuring that salaries are fair within the organization to maintain morale and motivation among employees.

Adhering to labor laws and regulations related to compensation is crucial.

After finalizing the structure, it’s communicated to employees, often alongside a rationale for changes.

Regularly revisiting the salary structure to adapt to market changes or organizational needs is essential.