Compensation Plan and

Carrear Plan
Let´s thing about 3 points?

1) What is FAIR compensation?

2) How is compensation perceived by employees?

3) how the remuneration can go more than the numbers?

 The 3 pillars of compensation

1- Internal Balance: rails and organized positions, harmonious processes, the comparison of positions in the company is clearer;

2 – External Balance: the salary survey ensures that the company does not misalign with the market, ensuring fair remuneration;

3 – Sustainability: the program needs to be sustainable according to the business and have constancy
 Measurable and
non-measurable values ​in
remuneration
Mensurable Remuneration: Base Salary, variables and
Benefits;

Non- mensurable:
sense of belonging, feeling recognized, relationship, self-
fulfillment;

+ Plus: Organizational culture, quality of life, management,

work environment, and interpersonal relationships.
How is compensation perceived by
employees?

- surveys show that the benefits cost less for

the company and have a greater perception
of value by employees.
But...

each employee profile values ​a type of benefit

E.x:
One operator, married, with 2 children are going value – Medice
Plan; Transportation and basic foods.

A mananger - value company car and private pension

 Remuneration plan: Have tow options

First: OPEN SISTEMS

- Points
- Marketing - Pricing

Second: CLOSED SISTEMS

- Points
- - Market - pricing
Difference Open Systems -can choose the job evaluation factors, according to the
demand
between
systems Closed Systems- does not allow adjustment of a particular organization,
ready-made model

For both we can use:

Points Methodology
Is necessary tree tools :
1) Job evaluation manual: job characteristic: More relevance or less
relevance – Study, experience, environment;
2) Job evaluation: involves scoring each job;

3) Salary Scale: Involves untertand about the market

 Career Path
Today, people want to know how and
where they grow in organizations!

- Is´s not sure but it's a map;

- you don't need to know all the trails but

know all the alternatives;

- HR needs to provide tools to visualize the

paths, prepare, create effective assessment
and training methods;
How? The trail should already inform the training, experience and skills required for the opportunity!

Degree in: Adm, Ciências contábeis ou áreas afins;

Experience; Since10 years

Idiom: Fluence English

Gerente Experience; Since10 years

Financeiro Lidership

Internacional Experience

business view
 Nature trail vs Alternative trail

- Nature Trail: Those that will have natural

growth if you are prepared for it.

Jr Analyt – Pl Analyst – Sr Analyst

- NAlternative Trail: Are those in which the employee

goes to a vacancy different from
the one that would be normal

Soldador I– Soldador II– Mecânico II

Carrear Plain – Company

 definition of succession
 access to opportunity requirements;
 offer self-assessment tools;
 individual counseling;
 potential assessment processes;
 training and development programs;
 job rotation; ;
 constant feedback;
 managers prepared to give career advice;
 vacancy opportunities channels.
Carrear Plain – Mananger

 encourage employees to plan their career;

 truly assess the objectives and development needs of employees;
 advise professionals;
 reconcile the development of professionals with the company's objective;
 monitor the implementation of the career plan;
Carrear Plain – Employers

 Know yourself, your strengths and opportunities;

 design your profile with personality traits;
 Know your interests and skills;
 to know its possibilities of acting in the market and alternative occupations;
 establish your realistic goals and program strategies;
 devote yourself to self-development;
 have an open view of your opportunities;
 learn something new every day;