The 100 HR Indicators Every Manager Needs to Know


Succession #9. Pay Rate Differential between high performers and others: compares how much more high performers are paid in comparison to other groups (satisfactory employees and under-performers). Succession Pipeline Depth or % of key roles with at least one identified successor: the percentage of key positions with Bench Strength or % of key positions with a “ready-to-go” successor: it’s the percentage of key roles which have a replacement ready to step in.

How to structure employee compensation


Pay structures define employee compensation for different jobs or groups of jobs. There are two ways companies can create their compensation plans for base salary: Benchmarking (or market pricing) where each job is assigned an individual salary range based on market trends. Pay grades , where jobs are grouped and salary ranges apply to each group. Companies can look into their existing organizational levels and salaries and group jobs accordingly.