The remuneration strategy must be aligned with the HR strategy: it embodies the company's mission, culture and business strategy. For example, a flat structure with few ranges is typical of a fluid, more customer-focused organisation, whereas a hierarchical structure with several overlapping categories is characteristic of a pyramid structure in which advancement is by climbing the career ladder.

The valuation method known as "by points makes it possible to quantify the importance of each of the company's functions, and therefore its level of remuneration. This method reduces the importance attached to titles and promotions.


Read morefull article Job evaluation and the introduction of a new remuneration system". on HR4free, our blog dedicated to Human Resources management.