Cargos e Salários - Ep.4: Avaliação Desvendada

Summary

The script follows a fairy tale-like narrative, where a 'fairy' helps an organization design and implement an effective salary and job structure. The process involves mapping roles, establishing hierarchies, and determining the value of each role both within the company and in the market. Different methods like Market Pricing and salary ranges based on performance are discussed. The script emphasizes the importance of fairness and motivation in salary plans, with the goal of achieving organizational goals. The tale concludes with the fairy preparing to present her plan to the 'king' in the next episode, where the final steps of implementation are revealed.

Takeaways

• 😀 The hero's journey metaphor is used to explain the stages of job description and evaluation in an organization.
• 😀 The process begins with organizing job functions and aligning them with an organizational chart.
• 😀 Jobs are classified and ranked based on their importance to the organization's goals, through various evaluation methods.
• 😀 Common job evaluation methods include points systems, comparison systems, and market pricing.
• 😀 Market pricing determines the value of a position based on external market standards.
• 😀 In this phase, salary structures are adjusted by researching salary data from other organizations.
• 😀 Certain professions must adhere to industry floor wages, but the floor does not set a salary ceiling.
• 😀 Salary ranges are typically divided into three levels: entry, mid, and experienced stages, based on performance and autonomy.
• 😀 Salary plans that offer multiple tiers can incentivize employees to achieve higher levels of performance and self-development.
• 😀 Salary bands generally have an amplitude of about 40% between the lowest and highest salaries in each range.
• 😀 Organizations may use overlapping salary bands depending on their structure and the number of job roles they have.
• 😀 There is no one-size-fits-all approach to salary banding—organizations must consider their unique needs when defining the salary structure.

Q & A

What is the 'Moment of Truth' in storytelling?

The 'Moment of Truth' refers to a stage in stories where the hero faces a challenge that tests their worth or abilities again, after overcoming an initial challenge.

What is the first step in organizing a company's structure after mapping the roles?

After mapping the roles, the first step is to organize them into a proper structure, aligning positions with functions and creating an organizational chart.

How is job evaluation related to the company's objectives?

Job evaluation helps establish a hierarchy based on the importance of each position in reaching the organization's goals. It involves assessing roles and their contributions to the overall mission.

What are the methods used for job evaluation?

Various methods can be used for job evaluation, including point systems, ranking methods, comparison techniques (like A2), and market pricing, which compares a role's value in the job market.

What does 'Market Pricing' in job evaluation mean?

Market Pricing refers to determining a position's value by comparing its compensation to similar roles in the external job market, rather than based on internal company factors.

Why is the salary structure adjusted to market standards?

The salary structure is adjusted to market standards to ensure the company remains competitive, attracting and retaining talent by offering competitive compensation.

What is the importance of considering the 'floor' in salary determination?

For certain professions, such as drivers, the 'floor' or minimum wage set by unions or legal agreements must be considered to ensure compliance with industry standards.

How is a salary range structured within an organization?

Salary ranges are structured with three levels: the starting point for new employees, the middle for those performing at expected levels, and the top for experienced, autonomous employees. This encourages performance and growth.

What are the benefits of a salary range system with differentiated pay?

A salary range system motivates employees to perform better by offering the potential for higher pay based on performance, creating a meritocratic system that rewards achievement and fosters self-development.

What does the term 'amplitude' in salary ranges mean?

Amplitude refers to the difference between the lowest and highest salaries within a range. Typically, salary ranges have an amplitude of around 40%, meaning the highest pay is about 40% more than the lowest in the range.