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Using an approach that measures achievement by linking it back to the job evaluation factors, this provides organizations a performance management system that is standardized, simplified, and can easily align with objectives across different grade levels and teams.
The salary scale is the single most important document in human resources. It tells you everything you need to know about an organization. Designing a salary scale requires skill and expertise, balancing the internal considerations and team dynamics with the external market. It’s an art form, not just math.
A salary scale is essential for any organization. It affects all other areas of HR – from recruitment, to pay management, career development, and promotion. It also illustrates an organization’s values in terms of how it positions itself in the market and a demonstration of its internal pay policies –…
When organizations look to introduce new positions, salary benchmarking ensures a good understanding of the prevailing market conditions. Here’s a short checklist – five steps – to follow for your next benchmarking exercise.
In Birches Group, we believe that pay movement should reflect one’s experience. As an employee gains more experience in their job over time, they develop a deeper understanding of their role and accumulate the necessary skills that enable them to be more efficient and produce results of increasing quality. Linking…
The International Potato Center (commonly known as CIP) is part of the CGIAR consortium of research centers dedicated to agricultural research and food security. With headquarters in Lima, Peru, and country offices in 20 developing countries, CIP was facing stiff competition for talent and other issues with their pay structure.…
Right To Play, headquartered in Toronto, Canada, was experiencing challenges in attracting and retaining talent for their programs in more than 20 developing countries around the world. Their compensation system was still based on a cost of living approach, rather than cost of labor. Internal job grading had been developed,…
The Institute of International Education developed a strong, market-driven approach to compensation for their field offices, including salary structures and a consistent grading system. But they lacked the internal resources to maintain the structures across a very diverse group of countries. They faced additional challenges in selected markets due to…
The Elizabeth Glaser Pediatric AIDS Foundation was seeking assistance with the management of their compensation program. Prior to engaging Birches Group, they centralized the responsibilities for pay management at headquarters and created salary structures. But the team recognized the need for professional guidance and expertise.
A Special Measures Policy is a way to assist managers and staff when a crisis occurs. The policy outlines what the company will do when certain uncontrollable events occur. Read more to learn about our recommendations.
Just a few weeks ago, lots of companies looked at virtual work as something in the distant future, or only applicable to other organizations but not theirs. With COVID-19 suddenly keeping most of us out of our workplaces, organizations must now shift to virtual work to keep business going. But…
Geopolitical tensions in the Middle East have taken a severe toll in the region’s economic stability. Countries currently confronting waves of unprecedented civil wars such as Yemen, Syria, Iraq, and Turkey, along with an unprecedented flow of refugees, have achieved very minimal GDP growth in the recent years. And there…
Employers have always used salary survey data based on incumbent data for compensation management. But incumbent data is personal, not job-based. It's time to reject conventional wisdom and use a job-based approach. We have a solution.
If you work in international HR, you know how important market data is for the management of your international operations. Finding reliable data in all of your countries is undoubtedly a challenge.
Users of salary surveys are accustomed to referring to the market data in terms of a percentile. The most common percentile of reference is the median average or 50th percentile.
One of the most important steps in deciding on a salary survey is identifying which other employers are included as participants, and their relevance for your company.
Employers use salary surveys to measure the market and remain competitive. But making such a comparison can be quite difficult, even misleading.
My business is focused on advising employers on how best to structure their compensation and benefits programs in developing and high-growth markets. We have a particular expertise in Africa, where our compensation and benefits surveys cover all 54 countries.
