Key Jordan

Compensation:
A strategic employee compensation plan is crucial for determining the right pay levels and attracting the type of talent that aligns with your company’s goals. Your compensation strategy encompasses various elements, including pay scales, reward programs, benefits packages, and company perks. By carefully crafting and implementing a strategic compensation plan, your business can position itself competitively in the market, ensuring you attract and retain top talent within your industry. At Key Jordan, we help you design compensation strategies that not only motivate your workforce but also drive your company’s success.

Job Grading:
Job grading is a strategic approach that categorizes jobs into groups based on similar descriptions and specifications, distinct from pay grades, which group jobs solely by salary. This classification system is integral to several key HR functions, including recruitment, compensation, and employee development.

Effective job grade classification helps:

Establish the Relative Size of Jobs: Clearly define and compare the significance and responsibilities of each role within the organization.
Allocate Jobs within a Common Pay Structure: Ensure that all roles are matched to appropriate levels or grades in a consistent pay framework.
Promote Fairness in Compensation: Guarantee that pay and benefits are distributed equitably, supporting legal compliance and equal pay for equal work.
Align with National and Local Frameworks: Meet the requirements of national agreements and adapt them locally to modernize pay structures.
Balance Analysis and Flexibility: Achieve a thorough evaluation of job roles while maintaining the flexibility needed for dynamic business environments.
At Key Jordan, we help organizations implement effective job grading systems that support fair compensation, strategic recruitment, and robust employee development plans. Our approach ensures that your compensation practices are both equitable and aligned with industry standards.

Salaries scale:
A pay scale or salary structure is a system that determines how much an employee is to be paid as a wage or salary, based on one or more factors such as the employee's level, rank or status within the employer's organization, the length of time that the employee has been employed, and the difficulty of the specific work performed. Advantages of salary structuring for the organization: Serves as a motivational tool Reinforcing a culture of self-improvement Improves staff retention Encourages corporate transparency.

Salary Benchmarking:
Benchmarking is an organizational change process directed toward continuous improvement. It is a search for best practices among leaders that lead to their superior performance. Advantages of benchmarking for the organization: Improving Product Quality Lowering Labor Costs Increasing Sales and Profits.

Job evaluation:
Is a systematic way of determining the value of a job about other jobs in an organization. It makes a systematic comparison between jobs to assess their relative worth for the purpose of establishing a rational pay structure. Advantages of Job evaluation: Adjust the Salary Structure Training needs Managerial Candidates Talent Pool.