Professional Documents
Culture Documents
Salaire Projet
Salaire Projet
Tasaadit
16/04/2024
HOW DO HR
MANAGERS
STRUCTUR
WAGES
presented by :
KHELIL Fatiha
MAACHOU Manel Meriem
01
02
Plan 03
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06
ENSM-MFE
01
02
2023-
I -introduction
2024
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04
ENSM-MFE 05
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02
01
04
wage structu
ENSM-MFE 05
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03
01
02
2023-
2024
04
03
Designing the
III -
organization wage
05
ENSM-MFE
structure
06
Entrepreneuri
01
al 02
REPORT 2023-
2024
03
04 IV - Grade pricing
ENSM-MFE 05
06
05
Entrepreneuri
01
al 02 V - The
REPORT
2023- economic and
2024
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04 the financial
ENSM-MFE 05 impact
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Entrepreneuri
01
al 02
REPORT
2023-
2024
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04
ENSM-MFE 05
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VI - Study
case
Introduction
The variance of wages across individuals is a summary statistic that means many things. Wage
variance is an indicator of income inequality: high variance suggests high income inequality.
But the "wage structure" of an economy - or the mean and the variance of wages - is also an
indicator of the degree to which some individuals invest in human capital, the degree to which
they work hard in response to incentives, the rates of return to human capital investments, and
institutional factors that shape wage determination. Thus far, economists have had data on the
distribution of wages across individuals in the economy, but not on the distribution of wages
across individuals. Now with new matched employer-employee data sets, we can look at the
structure of wages as well as across individuals. New questions can be raised and addressed
empirically.
01/01/2023
The basic stages of preparing the
The wages and salaries system process goes
wage structure through a number of necessary stages, which
are:
The role of human resources is in the processes of designing 1 Determine goals and strategies
the wage structure, evaluating jobs, and studying wages in 2 Surveying the organization’s environment
other organizations and the labor market. As for managers, 3 Design the pay system
they propose the wage categories with which new employees 4 Maintenance of the wages system
can start, and suggest wage increases, allowances, and bonuses
before they are approved by human resources. They also
provide information to management. Human resources to
evaluate jobs.
II - The steps of designing
wage structure
Determine the
preliminary
Description
decisions to prepare
the structure
Choosing a job
evaluation method
+ laying the Showcasing job openings on our dedicated careers page
foundations for the
evaluation method
Implementing the
Utilising industry-specific job boards and professional networks
evaluation process
Wage structure
Engaging with diversity-focused networks and organisations
management
III - Designing the organizations wage
structure
Why designing a wage structure , what is the explication of variations in wages in comapnys?
After anylsing The manager negociate with hr manager to The manager decide to follow the points
find a new wage structuring method
6
01 Determine
evaluation
factors
02
03
Evaluation 01 responsability
factors 06 experience
04
Recruitment Methods
Recruitment Method Description
About quality
Years of Experience
Educational Qualification
Education and Postgraduate
formation
Training courses in the field of work
bad conditions
Working condition
Risks
physical
Efforts
mental
02
03
RESPONSABILITY 310
EXPERIENCE 100
SKILLS 80
EFFORTS 250
02
03
05 into levels
Factors and their levels
components Points Lowest قليل Meduim Highest
Responsability 310
About the safety of subordinates 100 25 50 75 100
About the safety of equipment and 80 20 40 60 80
raw materials
About training new employees 50 5 20 30 50
About quality 80 20 40 60 80
Experience 100
Years of Experience 50 5 20 35 50
Nature of work 25 5 15 20 25
Company type and size 25 5 15 20 25
Education and 100
formation
Educational Qualification 50 5 20 35 50
Postgraduate 25 5 15 20 25
Training courses in the field of work 25 5 15 20 25
skills 80
Specialized interview result 80 20 40 60 80
Work conditions 160
bad conditions 80 20 40 60 80
Risks 80 20 40 60 80
Efforts 250
physical 100 30 50 70 100
Mental 150 35 70 105 150
We must
Always Give
The Best to
Clients
IV - Grade pricing
Grade
met h o d
05 Job grades
06 Grade pricing
The financial and economic affect
Finance
ly
Cost Control and Profitability: From a financial perspective, salary
structures directly impact an organization's cost structure. Labor costs typically
represent a significant portion of total expenses for most businesses. Therefore, an
effective salary structure is essential for controlling costs and maximizing
profitability. By carefully designing salary levels and benefits packages, organizations
can ensure they are allocating resources efficiently while still attracting and retaining
the talent necessary for business success.
Return on Investment (ROI) in Human Capital: Human capital is a critical asset for
organizations, and salaries represent investments in this capital. The financial
performance of an organization depends heavily on the productivity and
performance of its workforce. Therefore, the way salaries are structured can impact
the return on investment in human capital. By offering competitive compensation
packages and incentives tied to performance, organizations can enhance
productivity, leading to improved financial results.
3
1
Income Inequality and Distribution of Aggregate Demand and Consumption: Government Fiscal Policy: Salary Labor Market Dynamics: The structure
Wealth: The structure of salary Salary structures significantly influence structures also have implications for of salary payments influences labor
payments can impact income inequality the aggregate demand within an government fiscal policy. Higher wages market dynamics, including
within a country. If salary structures are economy. When workers receive higher lead to increased tax revenues for the employment levels, job mobility, and
skewed towards higher earners, it can wages, they have more disposable government, which can be used to fund skills development. Competitive salary
exacerbate income inequality, which has income to spend on goods and services. public services, infrastructure, and structures can attract skilled workers
broader socio-economic implications. This increased consumption drives social welfare programs. Additionally, and reduce turnover rates, leading to a
High levels of income inequality can economic activity, leading to higher government policies related to minimum more stable and productive workforce.
lead to social unrest, reduced social demand for products and services, wages and income taxes can influence Moreover, salary structures that reward
cohesion, and hindered economic which in turn stimulates production and the distribution of income and skills development and performance can
growth. Conversely, salary structures employment. Therefore, well-designed consumption patterns within the incentivize workers to invest in
that promote fairness and equity can salary structures that ensure adequate economy. Therefore, policymakers must education and training, enhancing the
contribute to a more balanced compensation can contribute to consider the impact of salary structures overall quality of the labor force. These
4
distribution of wealth, fostering a more economic growth by fueling consumer factors contribute to a more dynamic
2
when formulating fiscal policies to
inclusive and sustainable economic spending. ensure they support economic growth and resilient labor market, which is
and competitiveness.
Summary Action Item Point Person
1 2 3
Before we go, let's list
down our action points for Add an
Identify
corresponding
Name the person
objective in charge
the coming week. tasks
Task 2
Task 3
Study case