2 compensations and benefits

All1 HR infrastructure2 compensations and benefits3 performance mangment4 Talent Acquisition and mangment5 HR Audit

Hiring and keeping the most qualified and skilled personnel is a major goal for any organization’s human resource (HR) department.

Offering a remuneration package that employees find tough to refuse is one of the most essential tools in an HR professional’s arsenal for attracting top talent. According to the Society for Human Resource Management, 63 percent of U.S. employees consider income and benefits to be an important element in determining job satisfaction, second only to respectful treatment.

 Design corporate compensation and benefit strategies and consider industry and market relevance analysis. Our deep experience in HR consulting, allows our teams to provide services designed to help organizations in their efforts to develop and implement innovative compensation programs that are fact-based and comprehensive.

Employee rewards programs, at their best, help you get the most out of your employees and recruit and retain top talent. But they can also obstruct your ability to meet your business and people goals when they’re not working. They also assist you in making sensible financial decisions so that the money you invest in your personnel pays off.

However, many companies struggle to get it correctly. Budgets are tight, company and people strategies change, rules differ inside and between geographies, and staying competitive requires a thorough understanding of your markets.

Having a partner with knowledge and experience in the areas of compensation, benefits, incentives, and reward programs can assist you in developing and implementing a fair and equitable program that pays off. 

Professional Recruitment assists you to:

Reward performance

Motivate employees on individual and/or group levels

Lift employees up

Emphasize company values

Put your organization on the fast track to achieving its goals

Managing  employee benefits is an important and costly endeavor for employers. While most employers are required to give necessary benefits like Social Security contributions, worker’s compensation insurance, and unemployment insurance, the majority of other benefits are optional and selected by the company. 

Benefits design and selection are important aspects of total compensation expenses. Benefits can account for up to 40% of total compensation expenditures in some situations. Therefore, employers should have a well-thought-out benefits plan design that fulfills both employee needs and corporate objectives due to the cost investment and relevance of employee benefits in recruiting and keeping employees.

some of the most common benefits programs include:

  • Medical insurance
  • Life and disability insurance
  • Retirement income plan benefits
  • Paid-time-off benefits
  • Educational assistance programs

A grading system is a systematic method of assigning value to individual positions within an organization in an objective and accurate manner. It is a procedure that creates the job’s duties, responsibilities, tasks, and level of authority within the organization’s job hierarchy by defining and evaluating the knowledge and abilities required to perform the job.

Inappropriate grading frequently has systemic and long-term consequences. Organizations will incur additional compensation expenses if jobs are valued too highly. Employees may perceive undervalued employment as personal affronts and a threat to their position. Job leveling is, in fact, one of the HR arrows’ most apparent and pointed undertakings.

Therefore, we help you in having a clear grading system in the organization with exact figures of salaries and benefits for each grade based on the Job Profiles. This grading system demonstrates the value of a job in the external market and/or the internal value to an organization.

Salary scales are the salary ranges you offer a new hire for a specific job. They indicate the minimum and maximum salaries you pay a candidate for a job, which you may publish on a job ad and use to dictate the salary you give a new recruit. The lower side of the wage range represents how much you’d pay someone who fulfills the role’s minimum standards, while the upper side is how much you’d pay someone who fits all of your requirements and preferences and is regarded as an outstanding hiring.

Here are the best practices for setting salary scales:

  • Design the salary scale before looking at resumes
  • Use research to find competitive rates
  • Base the salary scale on your organization’s pay grades
  • Consider hiring a compensation consultant

At professional Recruitment, we build, design, verify salary scale using a unique structured methodologies toward employee career growth and retention. This in return helps employers understand what the employee hopes to receive and how they value their worth as it is an effective method potential candidates may use to negotiate their pay and benefits.

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About Us

Professional Recruitment is a Saudi leading Consulting & Recruitment firm that was established in 2015 in Riyadh, Saudi Arabia.
we’ve become a success partner in hiring the best talents and delivering unique consultation services to our partners

Professional Recruitment Social links

© Professional Recruitment , All rights reserved

Professional Recruitment
OUR LOCATIONSWhere to find us
GET IN TOUCHProfessional Recruitment Social links

© Professional Recruitment . All rights reserved.