How to Build a Salary Compensation System
Systematic approach to salary increases
Fair, equitable, rational approach to merit pay
Minimizes pay discrimination and preferential treatment claims
Easy to understand promotion process, everyone knows the performance management rules
Supervisors like it:
Minimizes "squeaky wheel" approach to increases
Why Should You Attend:
How much of a salary increase/compensation system is too much, too little?
How can I distinguish between excellent, average and poor performers?
What should I offer as a starting pay structures?
How can I control my pay system related costs?
As a Human Resource or business executives have you ever asked yourself these questions?
Areas Covered in this Webinar
Create ADA Job Descriptions (helpful)
Create Job Families
Compare to Current Situation
Create Salary Structure
Match Jobs to Structure
Obtain Current Salary Data
Create Pay Grade Matrix
Link Matrix to Merit/Promotion System
Who Will Benefit:
Chief Financial Officers
Human Resource Professionals
Martin is a Human Resources Professional with over 25 years of increasing management responsibility with major corporations across several industries including finance, retail, healthcare, and aerospace.
Just prior to starting his own consulting company, Martin was the Senior Vice President of Human Resources for PFF Bank & Trust for over 10 years.
He has served as adjunct faculty for the University of Redlands, Keller Graduate School of Management, the University of Phoenix, and L.A. Valley College.
Martin has his Senior Professional in Human Resources designation from the Society for Human Resources Management (SHRM) and holds a Bachelor’s degree from Brooklyn College and a Master’s degree from Cal State, Long Beach.
He has published articles in “Personnel Journal,” “Manage Magazine,” and “Workspan” as well as several local publications.