Compensation & Grade Structuring, JD & KRA Setting

Compensation Structuring & Benchmarking

Compensation structures provide a logically designed framework within which an organization’s pay policies can be implemented. It enables the organization to determine where jobs should be placed in a hierarchy, defines pay levels and the scope for pay progression, and provide the basis upon which relativities can be managed, equal pay achieved and the processes of monitoring and controlling the implementation of pay practices can take place. Grade and pay structures also enable organizations to communicate the career and pay opportunities available to employees.

Salary structures are a necessary part of effective management. It helps to make sure that the pay levels are externally competitive and internally fair. Salary structures also allow companies to reward performance and development while controlling costs.

After ensuring that jobs are paid fairly inside the organization, we can help you benchmark your salary scale with organizations in a similar industry in the market to make sure that you pay competitive salaries comparing to the market. We will help you to determine the salary range (minimum, midpoint, and maximum) for each grade and most importantly, we can provide you with customized solutions for those who are above or below the salary range following your pay policy.

Our experts can design the complete salary structure for all the jobs in your organization by which you will be ensuring the salary equity internally and competitiveness externally. This will help you to attract the best talents and retain the right talents.

Job Description

Job descriptions are usually essential for managing people in organizations. Job descriptions are required for recruitment so that managers and the applicants can understand the job role. Job descriptions are necessary for most people at work. Without a job description, it is usually very difficult for a person to properly commit to or be held accountable for a role.

A job description is a written statement of what the worker does how he or she does it and what the job’s working conditions are. It is a list of a job’s duties, responsibilities, reporting relationships, working conditions, and supervisory responsibilities. It is a summary of the key roles and responsibilities of a particular job. It includes the main roles & duties assigned, as well as the qualifications required to perform the job effectively and efficiently.

Job descriptions improve an organization’s ability to manage people and play roles in the following ways:

Clarifies employer expectations for the employee.
Provides the basis of measuring job performance.
Provides a clear description of the role of the candidate.
Provides a structure and discipline for the company to understand and structure all jobs and ensure necessary activities, duties, and responsibilities are covered by one job or another.
Enables pay and grading systems to be structured fairly and logically.
Prevents arbitrary interpretation of role content and limit by employee and employer and manager.
Provides reference tool in issues of employee/employer dispute.
Provides reference tool for discipline issues.
Provides important reference points for training and development areas.
Provides neutral and objective (as opposed to subjective or arbitrary) reference points for appraisals, performance reviews, and counselling.
Enables formulation of skill set and behavior set requirements per roll.

It enables the organization to structure and uniformly manage roles, thus increasing efficiency and effectiveness of recruitment, training, and development, organizational structure, workflow and activities, customer service, etc.,

We are experts in developing and implementing Job Descriptions for any kind of organization on a professional approach.

KRA / Objective Setting

The KRA removes any ambiguity from the employee’s mind about what exactly is expected from him. With proper communication and implementation, it can boost his performance to the extent that surprisingly great output can be delivered by the employee. The performance of the employee can be tracked and he can be led to gain new skills which are imperative for the next level. Thus, it results in the development and growth of both the employee and the organization.

Setting the KRA

Not only Management, but the employee and the department head should also be actively involved in setting up the KRA. Especially, in the case of new joiners, proper guidance should be given on how the KRA is different from the job description.

Depending upon the importance of the KRA for the role, its duration should be identified. At times, the KRA may not be the same every year and will depend upon the role and organizational requirements. After finalizing organizational profit targets based on internal & external factors, the same can be cascaded down the sales/operations hierarchy.

The KRA should be defined such that the employee, the team, and the organization, all are equally inspired to inculcate and appreciate teamwork. The KRA should be defined while keeping in mind the employee’s experience, potential, and growth avenues. It should be extensively discussed and explained at the KRA Setting Meeting and should be understood, mutually agreed upon, and duly acknowledged by the employee and the supervisor.

We are experts in developing and implementing Job Descriptions and KRA for any kind of organization on a professional approach by studying your organization’s strategy, business methods, status, etc.

Employee Grades and Designations

Rather than having one salary grade for all the organization, companies tend to have several job grades, as it is much easier to apply to reward, talent, and performance management for grades. Our team of consultants can help you to determine all jobs that are weighted similarly and engaged in similar work criteria and combine them in differentiated job grades.

Our professional experts are well experienced in employee grade and designation structure and restructuring in a professional way with connecting and considering your organization’s culture, standards of your business, requirements of your principals, brands, market status, etc.