The grading system directly depends on the specifics of the company's activities.
Posted: Wed Dec 18, 2024 6:30 am
Differences between grading and the tariff system At first glance, it seems that the grading system of remuneration is a type of tariff scale. Indeed, there is a certain similarity between them, since the tariff-grade model also includes a hierarchical structure of positions, so that career advancement is accompanied by an increase in salary. However, there are also differences: Tariff system Grades 1. The basis for categorization is the level of professional knowledge and skills, as well as work experience.
1. A greater variety of job evaluation criteria, including: - management functions; - communication activities; - level of responsibility; - complexity of tasks; - independence; - cost of error, etc. 2. The general principle of hierarchy is that the higher the status, the higher the salary. 2. A flexible approach, in which there is no rigid connection between the grade location and the salary size. For example, a simple worker, thanks to his professionalism, can earn more than an office employee, who is formally higher korean girls numbers whatsapp in the job hierarchy. 3. A simpler mathematical model for calculating wages, based on the minimum salary multiplied by coefficients, which include inter-category, inter-industry, inter-job and inter-qualification coefficients. 3. The “weight” of each position is calculated in points separately.
4. Strictly vertical arrangement of positions – from an ordinary employee to a manager. 4. The placement of positions is determined only by the degree of their importance for the company. For example, if a company is engaged in intellectual developments, then a very high-level grade will be assigned to IT personnel, whose success will mean an increase in profits. This means that managers, lawyers, and technical workers will occupy a more modest position, since their contribution to business development is not so important. Pros and cons of grading in a company The grading system has been used in the USA and Europe for quite a long time, and the experience accumulated there allows us to give an objective assessment of this method, highlighting its advantages and disadvantages.
1. A greater variety of job evaluation criteria, including: - management functions; - communication activities; - level of responsibility; - complexity of tasks; - independence; - cost of error, etc. 2. The general principle of hierarchy is that the higher the status, the higher the salary. 2. A flexible approach, in which there is no rigid connection between the grade location and the salary size. For example, a simple worker, thanks to his professionalism, can earn more than an office employee, who is formally higher korean girls numbers whatsapp in the job hierarchy. 3. A simpler mathematical model for calculating wages, based on the minimum salary multiplied by coefficients, which include inter-category, inter-industry, inter-job and inter-qualification coefficients. 3. The “weight” of each position is calculated in points separately.
4. Strictly vertical arrangement of positions – from an ordinary employee to a manager. 4. The placement of positions is determined only by the degree of their importance for the company. For example, if a company is engaged in intellectual developments, then a very high-level grade will be assigned to IT personnel, whose success will mean an increase in profits. This means that managers, lawyers, and technical workers will occupy a more modest position, since their contribution to business development is not so important. Pros and cons of grading in a company The grading system has been used in the USA and Europe for quite a long time, and the experience accumulated there allows us to give an objective assessment of this method, highlighting its advantages and disadvantages.