Positions and Salaries

The purpose of Positions and Salary Management is planning and make positions and respective salaries permanently compatible with market, salary policy of company and position structure.

Salary is an objective demonstration of how much company values its employees. Associated to career plan, when it is well administrated by HR Department, it can be not only motivation element but and element serving as basis to motivating elements related to position, perspective of professional development and work performed. Salary is not motivating element when analyzed without other elements. It strengthens these elements employee finds in company to improve his development.

To have motivating plans in companies and integrated and productive people, this company must have adequate plans of Human Resources. The most important one is Position and Salary and without it other plans do not work.

After Position and Salary Plan, companies implement career plans, training and development.

Module Position and Salary enables you to automate processes of its administration.

Amongst its controls, you have:

Definition of Positions

With data collected in position analysis you can prepare profile of adequate professional to certain position in company organizational structure. As part of professional profile, employee must know work to be done, its responsibilities and functions. All these data are available in Position Register.

Evaluation Elements: General and in Group

Evaluation elements enable you to qualify areas and positions of company. The following items can be registered as General Evaluation Factors: education, experience, physical effort, risks and many elements and its grading so when analyzing position you can evaluate if employee has elements required by company.

Elements of Group Evaluation measure difference among positions through definition of requirements and qualification that are necessary for job and based on General Elements registered.

Salary Survey

One of challenges of Position and Salary Management is to keep internal and external balance. Internal balance is reached when position evaluation is correct. External balance occurs when salary is adequate to labor market. Is is performed through Salary Survey.

In Position and Salary module you can create Salary Survey where data collection can be Manually or Automatically performed. In manual collection, form to fill out data for survey is sent to companies. In Automatic collection PSAL (System of Salary Survey and Benefits) is provided so companies enter data for survey and generate file to update Position and Salary module.

To define proper Salary Survey, you have many controls:

Salary Table

Manual or automatic generation of Salary List. In manual generation, you must enter list according to company need and in automatic generation it is calculated through score of positions, levels and company line.

Salary Adjustment

It enables salaries to be evaluated case by case and if they are in accordance with position score and total score of employee. You can manage Salary Readjustments.

Evaluation of Positions by Score

You can use Method to Evaluate Positions by Score. This method was developed by Merri R. Lott and is the most known and used by companies.