Modern compensation concepts

There is a need for customized and viable solutions for a successful systematic remuneration system

An optimization or reorientation of remuneration management presupposes an examination and consideration of important internal and external topics. This entails a careful check of the internal and external setup and what is required of remuneration management, taking into account concepts of compensation. This encompasses, for example, organizational and functional aspects, and also person-related and external factors, as well as the objectives of personnel policy and corporate strategy.

Interdependencies arise in this, for example, from overriding corporate aims, personnel planning, talent management, future staffing plans and career concepts. The specifics of business locations, as well as the general legal and corporate-policy framework, give varying scope for a realignment of salary policy and changes in salary. Creating this scope is best served by linking salaries to performance and by using transparent concepts for this purpose.

We support our customers in the development and implementation of sustainable salary concepts that are aligned to employees’ functions and performance, but also to the market. Of course, the needs of our customers are central to all that we do. This is why we develop in close consultation with our customers tailor-made, sustainable solutions for successful and systematic remuneration management.

Advantage of our approach:

  • development of individual remuneration concepts, e.g.
    • unified salary-group/function-group model
    • sustainable and performance-oriented bonus models
    • basic salary structure oriented to demands of the job
  • integration of existing customer-specific compensation structures, systems, and instruments
  • consideration of fringe benefits in devising remuneration