In addition, you can also evaluate and measure the following points yourself, and make clear the goal of building a salary management system, which is often helpful to choose the right consulting company:
1, the main communication target-employees or management team;
Generally speaking, the salary system of management team should emphasize the difference of job value, and it is necessary to use the job value evaluation tool table. Every consulting company has special tools, so it is enough to evaluate the applicability. On the contrary, the salary system of employees should emphasize the difference of ability requirements, convey the concept of "paying for ability", and suggest choosing the methodology supported by the concept of ability management.
2. Main application link-recruitment or internal promotion;
For enterprises with high recruitment pressure, the design of post compensation system must pay attention to industry benchmarking. On the other hand, if it is mainly used for internal promotion, it is necessary to design the corresponding relationship between promotion requirements and post salary system. At present, the most complete practical experience is Bert's post salary management system based on employee competence.
I hope it helps you.