Develop a complete pay structure from scratch for those who perform a role in compensation and benefits.
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.
• Understanding the fundamentals of Salary Structure and its workings
• Defining and aligning the compensation philosophy with the business
• Evaluating jobs to create a job-worth hierarchy
• Creating and composing salary ranges and structure that are competitive in the marketplace
• Carrying out data analysis to determine benchmark and non-benchmark jobs
• Developing pay structure setting minimum and maximum pay range
1. Principles of Base Pay
- Internally equitable
- Externally competitive
- Affordable/cost effective
- 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
- Types of Salary Structure
- Calculate the Costs of the Pay Structures
- Bring-to-Minimum – Green Circle and Red Circle Rates
- Updating and Aging
Who should attend
HR practitioners and any line function personnel who requires in overview in construction of the company’s salary structure.
• Case studies
• Hands-on exercises
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.
• 9 January 2024 (6th Run) - Confirmed
• 25 April 2024 (7th Run)
Duration / Venue
• One day
• 9 am to 5:30 pm
• Sheraton Towers Singapore (6th Run)
A Certificate of Attendance will be awarded at the end of the course.
• S$ 669.60 w/GST (S$620.00) for Community
• S$ 702.00 w/GST (S$650.00) for Non-Subscribers
(Prices inclusive of GST at 8%, applicable before 1 Jan 2024)
• S$ 675.80 w/GST (S$620.00) for Community
• S$ 708.50 w/GST (S$650.00) for Non-Subscribers
(Price inclusive of GST at 9%, applicable with effect from 1 Jan 2024)
• Coffee & tea with snacks during the morning and afternoon breaks
• Lunch will be provided
Past Participants' Comments
• "Well planned and conducted!" - Lee Se Kiat, Murata Machinery Singapore Pte Ltd
Past Participant Organisations
• 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