Hi all,
This year, my organization adopted a new grading system like C1, C2...
Anyone having further details as to how this one can be linked to the earlier one (E1, E2, M1..). Thnaks in advance!
Rgds,
ajitdash
From India, Bhubaneswar
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This year, my organization adopted a new grading system like C1, C2...
Anyone having further details as to how this one can be linked to the earlier one (E1, E2, M1..). Thnaks in advance!
Rgds,
ajitdash
From India, Bhubaneswar
Acknowledge(0)Amend(0)
Hi!
Your company must be implementing a very unique Job Classification and Job Grading System. I was wondering where you got your system model.
Contemporary Job Classification and Grading Systems use numbers more than letters in designating Job Grades in their Salary Structure. Hence, if you will use the HayGroup method, you will see that their Job Grades only ranges from 1-22. On the other hand, W. Mercer uses around 100 Job Grades.
My company, Emilla Consulting, uses 1-15 job Grades. Sometimes, when the organization is big enough, we use up to 20 Job Grades.
I hope you are not using the old "100 year salary chart" which I saw in the Middle East in 2006.
I suggest you re-study compensation and design of salary structures so you will have an idea on how to use international methods. This way you can easily compare your structure and pay rates with others anywhere in the world.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
htt[://www.freewebs.com/emillaconsulting
(landline)
(mobile)
From Philippines, Parañaque
Acknowledge(0)Amend(0)
104Your company must be implementing a very unique Job Classification and Job Grading System. I was wondering where you got your system model.
Contemporary Job Classification and Grading Systems use numbers more than letters in designating Job Grades in their Salary Structure. Hence, if you will use the HayGroup method, you will see that their Job Grades only ranges from 1-22. On the other hand, W. Mercer uses around 100 Job Grades.
My company, Emilla Consulting, uses 1-15 job Grades. Sometimes, when the organization is big enough, we use up to 20 Job Grades.
I hope you are not using the old "100 year salary chart" which I saw in the Middle East in 2006.
I suggest you re-study compensation and design of salary structures so you will have an idea on how to use international methods. This way you can easily compare your structure and pay rates with others anywhere in the world.
Best wishes.
Ed Llarena, Jr.
Managing Partner
Emilla Consulting
htt[://www.freewebs.com/emillaconsulting
(landline)
(mobile)
From Philippines, Parañaque
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