We often see the primary objective of an organizationвЂ™s compensation function is to help attract, retain and engage talent needed by the organization. Here are some perceived pros and cons to having a salary structure and job grades. The short answer is вЂnoвЂ™, but before you decide to go all free-range to your compensation structure, there are some things you should consider. Do we really need to have salary structures and job grades? Implementing or overhauling a compensation structure is a significant undertaking that can have lasting impacts to your organization. That common theme is that whatever approach you take should align with your organizationвЂ™s compensation philosophy and human capital strategy.

There are very few вЂrightвЂ™ or вЂwrongвЂ™ ways to go about setting up your job leveling and pay structures, but there is one common theme that runs through each response. WeвЂ™ve put together a list ofВ 20 common questions with responses to each. Designing an overall pay structure is one of those core building blocks for a compensation professional, but even the most seasoned compensation expert wants to have an eye on the competitive landscape to validate their approach. Chances are, you too have been curious about what other organizations are doing as it relates to their framework for evaluating jobs. We frequently hear questions from clients about job grading and salary structures. 20 QUESTIONS ABOUT COMPENSATION STRUCTURES

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