SALARY SYSTEM
REFLECTS COMPANY CULTURE AND STRATEGIES
1. LEARN BY YOURSELF & CHALLENGE YOUR WAY OF DOING
WHAT
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Salary system is choice based on company project. Different from one organization to another, it is defined partly by legal elements.
Wage policy objectives are: Full transparency, Equity & Harmonization, Consistency.
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Full transparency: teammates have to know about the wages and to fully understand its meaning. As for the policy, it must be argued. Informations are available for Teammates.
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Equity and harmonization: Positions are classified and both a minimum and maximum wage to each position is defined. The desire is to put in place a fair system aligned with values. Fair in relation to other internally, fair over external competitiveness.
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Consistency: The policy is aligned with the company strategic axis. Everyone must enjoy the same policy. Even though this wage policy must take into consideration some local factors
BENEFITS
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HOW
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Fix part, to reward our Teammates according to their:
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Technical Skills (multi-skill, expertise, operational excellence)
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Behavior Skills (attitude, the ability to communicate, to take decision,...)
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Level of responsibility and added value (line leader, Team members, General manager, etc...)
Bonus part 1, to reward the monthly collective performance aligned with company objectives (link to customer expectations). Objectives are revised according to priorities. It is a strong management tool if the team can easily and at anytime calculate his bonus. Be careful, piece rate system is prohibited.
Bonus part 2, Link to the company economic performances (GOI ...)
Shareholding part: to make Teammates feel more responsible, to integrate them into the growth process, to share the fruit of the success. Therefore we will increase their motivation, their loyalty. We adjust the payroll to the financial situation of factories: as part of the business, the associate share the risks and the profits.
A complete package:
In the package there are some financial and social benefits. The social advantages are allowed to the Teammates so they feels good and rewarded.
Ex: Pension scheme/medical scheme/Transportation fee ...
Be careful, the extra working hours must not be dedicated to compensate a lack of productivity!
2. COPY & IMPROVE ASSOCIATED BEST PRACTICES
Practice from: TEC factory
Contact: Jenny Yang
What: TEC salary system
Gains:
Assessment:
For TEC salary system e-learning in Chinese, pls click here.
Practice from: CI Team
Contact: André Marc Deschamps
What: Salary system impact
Gains:
Assessment:
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3. GO FURTHER WITH OUR COACHING OFFER
Please contact: TEC factory
4. VALIDATE YOUR SKILLS
Competency = to coach for setting a fair and motivating collective Salary system [CIES]
5. EVALUATE YOUR ORGANIZATION
Assessment = OPEX
Chapter = E2
6. SHARE WITH US YOUR PRACTICE
Industrial good practices community
