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How to Build a Salary Structure and Link it to a Merit System
90 Minutes
6 months
700371
Recorded Version: Unlimited viewing for 6 months ( Access information will be emailed 24 hours after the completion of live webinar)
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"The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit." |
"This program, has been approved for 1 (General ) recertification credit hours toward PHR, SPHR and GPHR recertification through the HR Certification Institute. Please be sure to note the program ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org."
Description: Systematic approach to starting pay
- Systematic approach to salary increases
- Fair, equitable, rational approach to merit pay
- Minimizes pay discrimination and preferential treatment claims
- Easy to understand, everyone know the rules
- Supervisors like it:
- Minimizes defensiveness
- Minimizes "squeaky wheel" approach to increases
Why you should attend:
- How much of a salary increase is too much, too little?
- How can I distinguish between excellent, average and poor performers?
- What should I offer as a starting pay rate?
- How can I control my salary related costs?
- As a Human Resource or business executives have you ever asked yourself these questions?
Areas Covered In the Seminar:
- Create ADA Job Descriptions (helpful)
- Create Job Families
- Compare to Current Situation
- Create Salary Structure
- Match Jobs to Structure
- Obtain Current Salary Data
- Create Pay Grade Matrix
- Link Matrix to Merit/Promotion System
Who will benefit:
- Business Owners, Managers
- Chief Financial Officers
- Human Resource Professionals
- Financial Professionals
Martin LevySPHR is a Human Resources Professional with over 25 years of increasing management responsibility with major corporations across several industries including finance, retail, healthcare, and aerospace.
Just prior to starting his own consulting company, Martin was the Senior Vice President of Human Resources for PFF Bank & Trust for over 10 years.
He has served as adjunct faculty for the University of Redlands, Keller Graduate School of Management, the University of Phoenix, and L.A. Valley College.
Martin has his Senior Professional in Human Resources designation from the Society for Human Resources Management (SHRM) and holds a Bachelor’s degree from Brooklyn College and a Master’s degree from Cal State, Long Beach.
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