Introduction

Salary structures are designed and implemented to provide a framework for administering of the employee compensation programs. Organizations need to establish the Salary Structure which is equitable and fair, promotes employee engagement and encouraging high performance.

It is critical that employers have rational explanations for why they pay their employees at a certain rate and range. It also helps to encourage appropriate behaviours and performance. Most importantly, the Salary Structure built is align with the organisation’s business philosophy, culture, mission and vision, values, resources and strategic objectives.

Outline

1. Principles of Base Pay

Internally equitable
Externally competitive
Affordable/cost effective
Legal/defensible
Understandable
Appropriate for the organisation
Appropriate for the workforce

2. Main Characteristics of Salary Structure

3. Why Do You Need a Salary Structure?

4. Steps in Developing a Salary Structure

Establish compensation philosophy

- How do I know the Compensation Philosophy is of quality?
- Three Approaches

Gather market data

- Management Buy-In
- Job Analysis
- Job Description
- Group into Job Families
- Market Survey
- Aging Survey Data

Identify benchmark jobs

- Benchmarking Process
- Salary Surveys in Singapore

Develop the Salary Structures

- Construct Job Grades
- Job Evaluation
- Methods of conducting Job Evaluation – Quantitative and Non-Qualitative
- Create Salary Ranges
- Compa-Ratio
- Types of Salary Structure

Calculate the Costs of the Pay Structures

- Bring-to-Minimum – Green Circle and Red Circle Rates

Updating and Aging

Elsie Low is a HR Practitioner with over 25 years of experience. She has specific experience and strength in talent acquisition, human resource development, compensation and benefits development, payroll administration and management, talent management, employee communication and relations. She is a visionary and performance focused professional. Coupled with that, she has excellent business acumen with strong work ethics.

Elsie has worked in various multi-national and local SMEs and in different sectors such as manufacturing, electronics, construction, engineering and oil & gas. Her span of responsibility and experience are spent in various regional and leadership roles across different regions in ASEAN, Australia, China and Middle East.

Elsie graduated with a Bachelor Degree in Human Resource and a MBA in Finance. She also possesses the Certificate in Workplace Basics from Fairwork Commission Australia and an Advanced Certificate of Training and Assessment (ACTA).

She is currently one of the trainers for HRSINGAPORE's HR Certification Courses.

• Aramco Trading Singapore Pte Ltd, ARA Management Pte Ltd, Asahi Kasei Plastics Singapore Pte Ltd, Axil Scientific Pte Ltd

• Beyond Social Services, BW Maritime Pte Ltd, Bauer Technologies Far East Pte Ltd

• Compass Ltd, Charles Monat Associates Pte Ltd, CPF Board

• Device Electronics Pte Ltd

• Ghim Li Global Pte Ltd, Guthrie Engineering (S) Pte Ltd

• Hoo Huat Engineering Pte Ltd

• Lee Say Group Pte Ltd, Liebherr-Singapore Pte Ltd

• MSI Global Pte Ltd, Ministry of Home Affairs, Murata Machinery Singapore Pte Ltd

• Nishio Rent All Singapore Pte Ltd

• PSGourmet Pte Ltd

• Resonac HD Singapore Pte Ltd

• Samwoh Coporation Pte Ltd, STELOP Pte Ltd, SICK Product Center Asia Pte Ltd, SAM Engineering & Equipment (M) Berhad, Singapore Aerospace Manufacturing Pte Ltd, Singapore National Employers Federation

• Thales Solutions Asia Pte Ltd, The Ritz-Carlton, Millenia Singapore

• XCL World Academy

• Yamazaki Mazak Singapore Pte Ltd

Designing an Equitable & Competitive Salary Structure

Develop a complete pay structure from scratch for those who perform a role in compensation and benefits.

Introduction

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Past Participant Organisations