GENERALLY
ON THE PAYMENT SYSTEM STRUCTURE
Generally on the
payment system structure:
Dynamic economic
circumstances dictate some remodelling of the
organization of business, systemization of work
positions and in many cases also restructuring of the
payment systems structure. A well-regulated
systemization of work and a suitable payment systems
structure affect the successfulness of business, the
well-being of people at work and their work efficiency
in an important way. We know that a company with a
suitable wage structure increases the efficiency of the
work of employees which, when management by objectives
and the monitoring of work is established, affects
business efficiency in a positive way.
The advising is
directed to the following areas:
-
explaining
the concept of a payment systems structure (dilemmas
and answers),
-
the concept
of salary politics (dilemmas and answers),
-
arranging
the systems of salary structures in companies from
the viewpoints of the employers and employees,
-
defining
objectives that the salary structure must support,
-
providing
various methodological starting-points for the
preparation of a salary structure system,
-
rewarding
the efficiency of individuals and groups,
-
creating
employment contracts (chapter on salary)
-
ensuring
cooperation with the workers representation board
and with unions at the remodelling of the salary
structure of a company,
-
establishing
the influence of modernizations of the salary
structure system on work efficiency and
successfulness,
-
prepairing
the collective agreement.
WORK
EVALUATION
Work evaluation
is - in accordance with the Employment Relationship Act
- one of the initial phases in the creation of a
modernized payment systems structure. On the basis of a
surveyable systemization of work with a suitable method
(adapted to the needs of the company) we define the
demands for performing specific work and responsibility
in the work position. This is the basis for the creation
of a system of work evaluation, which is carried out for
all job positions, which are determined by collective
agreements.
The advising is
directed to the following areas:
-
defining the
requirements for the qualifications of an employee
(knowledge, skills, experience),
-
defining
responsibility at work (responsibility for
leadership and professional development of
employees, for achieving objectives, for incomes,
for regulating expenses, for the quality of
processes and products, for the development of new
products or services, responsibility in the area of
protecting the health of people at work,
responsibility for the influence on the market
position and influence on business),
-
defining the
efforts that are prerequisites for a certain type of
work,
-
defining
unfavourable influences of the environment at work
(in accordance with the estimation of risk or
statement on the safety of employees at work)
-
independent
implementation of work evaluation on the basis of
previously made and adapted method,
-
adjusting
the results of work evaluation (employer, workers
representation board, unions).
REWARDING
WORK EFFICIENCY
Rewarding work
efficiency is one of the more important areas of work
structure systems, which is lately gaining in importance
also in Slovene organizations. It is about the business
efficiency of the whole organization, efficiency of the
work of organizational units and the efficiency at
achieving objectives of an individual as well as
defining other types of material rewards of employees at
work.
The advising is
directed to the following areas:
-
providing a
horizontal promotion of employees in the work
position (criteria, model, linkage with the business
plan),
-
providing a
vertical promotion of employees to a more demanding
work position (criteria, model, linkage with the
business plan),
-
creating
forms – fulfilment of conditions for promotions in
the work position,
-
defining
possible dynamics of the promotion of employees,
-
creating
forms for determining personal efficiency at work,
-
creating the
criteria for determining groups successfulness at
work,
-
creating the
forms for determining the efficiency of groups,
-
creating the
criteria for determining business efficiency,
-
creating the
forms for determining business success.
THE
CREATION OF THE TARIFF PART OF THE COLLECTIVE AGREEMENT
The creation of
the tariff part of the collective agreement represents
the output of the payment systems structure that is
supposed to be the result of a balanced partnership
between work and capital. Wages are one of »external
financial stimulation« that affect (self) motivation of
people at work. This being said, we must not overlook
the very important influence of "inner stimulation" that
affect the motivation for work of an employee (task,
role, mission, loyalty). With a settled salary structure
the leadership of the company and the representatives of
employees can actively influence the improvement of the
organization climate and the achievement of the most
demanding business objectives.
The advising is
directed to the following areas:
-
defining a
wider model of partnership between work and capital,
-
defining the
principles of the »WIN-WIN« philosophy,
-
analysing
the acquired rights and lost rights,
-
defining
extra duties and extra rights,
-
introduction
formal and informal stimulations,
-
implementing
the politics of true fulfilment of rights and the
duties of the employer and the employees,
-
creating the
plan of provisions for the tariff part of company
collective agreements,
-
creating of
a regulatory act concerning the promotions of
employees,
-
rewarding
efficiency for project work,
-
establishing
wage policy and the role of leaders,
-
providing
operative execution of financial stimulation of
employees for above-average work effects.
ANALYSIS
AND BENCHMARKING OF WAGES
Analysis and
benchmarking of wages represents an additional
possibility for prognosing a wage policy of a company.
The partnership between work and capital demands
benchmarking with the competitive business environment
in the area of salaries as well. Analysis and
benchmarking of salaries in the local and wider
regional area help companies make appropriate business
decisions while balancing salaries with business results
of a company.
The advising is
directed to the following areas:
-
defining
comparable companies for benchmarking analysis and
the analysis of salaries (listed comparisons without
the names of the companies),
-
defining
comparable work positions,
-
defining
enlistment of data for the execution of
benchmarking,
-
defining
data form for the carrying out of benchmarking,
-
analysing
results of benchmarking bearing in mind the local
and wider regional conditions,
-
prognosing
wage policy on the basis of the results of the
analysis and the benchmarking of salaries.
|