Cash Compensation Management

The main objective of compensation management in organizations is to ensure that all employees are paid according to established policies, taking into account the market value of a position, internal value and productivity. Meta4 PeopleNet allows you to design and implement salary policies aligned with the corporate strategy and budget. The process is best reflected in the compensation management life cycle.

The staff will have access to:

• Compensation plans of their employees.
• Descriptions of the methodologies for appropriate salary raises.
• History of current and previous salary data, including variable salary, for each employee including the variable salary.
• The salary band/level values assigned to each employee’s position.
• Market values of the position assigned to each employee.
• Allocated budget.
• Performance review of each employee.

Automatic creation of salary structures: grades, salary bands or progression levels.

Create and maintain market compensation surveys (market values).

 

Update existing structures to reflect changes in market conditions.

Assign job positions to salary levels within a specific structure.

 

Salary levelling per job position.

Internal equity according to salary structure.

 

Analyze compensation competitiveness of your organization against the market.

Allocate budget en masse.

 

Update the compa-ratio matrix.

Set indicators for salary raises: merit, compa-ratio, budget.

 

Define base and variable compensation plans.