PwC Human Resource Services set salary management systems in order to retain skilled and high performance employees and to avoid increasing personnel costs. The system provides appropriate salary packages related to the skills and performance of employees.
- Job Evaluation- Job evaluation can be used as an effective and valid tool for many different areas including compensation systems. It is a classification of jobs (not employees) done by comparing jobs internally in the company. It provides a systematic approach to comparing jobs with a methodology, and the ranking and determination of salary packages.
- Compensation System - We support the design of a compensation system comprising of appropriate compensation tools for the company and employees, taking into account overall salary packages. We relay our experience and the PricewaterhouseCoopers methodology on compensation systems to our clients in order to encourage employees, as required, to improve firm performance, and to retain successful employees.
- Special Salary Packages- The aim is to design and personalise special salary packages for the entire company or a defined function (marketing, search and development, etc) or administrative level (executives etc), consisting of special and different components (premium, dividend, commission, success bonus etc).
- Salary and Benefit Survey - Salary and benefit survey prepared regarding a defined sector or defined participants from a similar region or function. We have been conducteding such research related to the durable goods, FMCG and financial sector since 1996.
- Employee Opinion Survey - There is an increase in the number of firms that give value and importance to employees’ thoughts, as sentiments that form the differentiating factor in employees at all levels of the organisation, and which are generally accepted by the majority. Increasing firm performance and service and product quality are only possible with the satisfaction of employees. Needs, aims and research subjects are important points that highlight the differences between companies. PricewaterhouseCoopers Human Resource Services design and apply employee opinion surveys in terms of these differences and then perform advisory services for its clients.
- Designing Performance Management Systems - The aim is to design a performance management system, which is integrated with other human resource services. This system creates harmony between the firm’s and employees’ targets and also attracts attention to the areas that create value for the company. HR professionals are supported when putting into effect the designed performance management systems.
The stages of designing the performance management system:
- Determination of the factors (performance indicators, competencies etc) used for the performance management system
- Determination of performance indicators in terms of the company, departments and individuals
- Presenting the evaluation criteria
- Integrating the performance management system into other human resource services
