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Pay People Right Zingheim & Shuster

Pay People Right Zingheim & Shuster. Chapter 6 Building Infrastructure for Base Pay. Determining Market Value. Benchmarking Survey Matches Slotting Roles and Jobs Practical Application. Structure for Base Pay. Job Grades Ranges Broad Bands Career Bands. Reasons for Banding.

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Pay People Right Zingheim & Shuster

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  1. Pay People RightZingheim & Shuster Chapter 6 Building Infrastructure for Base Pay

  2. Determining Market Value • Benchmarking • Survey Matches • Slotting Roles and Jobs • Practical Application

  3. Structure for Base Pay • Job Grades • Ranges • Broad Bands • Career Bands

  4. Reasons for Banding • Accommodating/symbolizing rapid change • Supporting “one-company” identity • Delegating pay decisions • Organizational flexibility/flatness • Encouraging development and learning • Emphasizing the person over the job • Internal org mobility • Work design change

  5. The Labor Market and Banding • Role Clusters

  6. The Labor Market and Banding • Job Clusters in Bands

  7. Managing Pay Budgets • In bands, managers have more discretion • Managers allocated pool of funds from which to make merit pay decisions/awards • Budget based on: • CPI • Business results • Market conditions/data

  8. Successful Implementation • Depends on: • Communication • Real potential pay growth • Effective use of titling, promotional opportunity, transfers • Appropriate budgeting

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