Compensation, benefits

As compensation expert Richard Henderson notes, “To develop a competitive advantage in a global economy, the compensation program of the organization must support totally the strategic plans and actions”. Our consultation covers the following:


Job analysis is the process that identifies and determines in detail the particular job duties and requirements and the relative importance of these duties for a given job.


Job analysis and developing an accurate job description helps companies:

  • Recruit the right employees for the right role.
  • Establish a competitive compensation structure.
  • Create individual productivity and engagement.
  • Streamline work process and accountability.
  • Identify training needs analysis.

Jobs are analyzed with the purpose of identifying the requirements needed for employees to be successful in their jobs.  Analysis may include observations, interview with job holder and supervisor, questionnaires, competency profiling, etc.


  • Meet with Client’s HR Management to:
  1. Agree on the methods for handling the Job Analysis and kind of job description required.
  2. Determine the number of  Jobs for conducting job analysis and writing Job Descriptions.
  • Conduct full write-ups of Job Descriptions required.
  • Conduct Job Analysis and interview the jobholder and his supervisor to reach to an accurate job description.
  • Consultant focuses on the job itself and establish consistency by title/work area.
  • Conduct full review of the current job description if exist.
  • Consultant may combine his work with various methods internationally used to develop a comprehensive job profile.


Job evaluation is the complete operation of determining the value of an individual job in relation to other jobs in an organization and assigning jobs to a hierarchical index of job value.   In other words, job evaluation is concerned with job relativity, in terms of size and duties of different jobs comparing and measuring different aspects such as job knowledge and skills to establish hierarchy that can be linked to pay structure in order to improve competitiveness.

The main purpose of Job Evaluation Scheme is to measure the relative value of the job, not the jobholder, in terms of its responsibility and the respective contribution towards the achievement of the Company’s objectives.

Types of Job Evaluation Systems:


  1. Ranking  System
  2. Job Classification Method


  1. Points System
  2. Factor Comparison System

Effective job evaluation enables the organization to:


  • Provide fair pay to all employees within the organization.
  • Attract and retain needed talent.
  • Identify qualification requirements.
  • Place jobs in salary structure.
  • Maintain internal equity.


  • Select or introduce job evaluation scheme.
  • Conduct full review of the current job description of the organization and assess its validity to conduct the job evaluation process.
  • Conduct job evaluation based on scheme introduced or selected and determine the values of jobs included in the job evaluation process.
  • The process may necessitate revising current grading structure or design new grading structure based on job evaluation results.


Compensation, benefits

John Tropman said, “Pay is one of the most important elements of the modern firms. It is what compensates, drives, motivates, and rewards employees for the work they do. Or, it does the opposite of these things”.

HR expert Mr. Michael Armstrong reported, “Salary administration is concerned with the design, development and maintenance of salary/compensation systems which determine what and how staff should be paid. These systems consist of the policies, techniques and procedures used for:

  • Fixing Salary levels or grading structures.
  • Designing and maintaining salary structures.
  • Progressing individual salaries.
  • Exercising control over grading, individual salaries and general salary reviews.
  • Planning and administering total benefits packages for staff.

Compensation Policies & Procedures:

Compensation policies and procedures are designed to provide necessary guidelines for setting and implementing compensation and reward management programs. They enable companies to achieve the following objectives:

  • Allow companies to attract, retain and motivate qualified employees by maintaining their salary structure at competitive level when compared with other companies in the market.
  • Promote internal equity and consistency across the grading structure and consistent with the external market.
  • Design or revise the grading structure and the salary level to make movement between levels/grades easy and distinct.
  • Establish salary ranges that are broad enough to provide flexibility for management.
  • Provide compensation procedures that are philosophically consistent and flexible to meet companies’ objectives.
  • Provide the foundation for a performance-based pay system.

Salary/Compensation Surveys:

Compensation surveys are generally intended to examine the external pay level in a given industry against the pay level of the company (survey is conducted for) to establish a basis for revising and amending the pay level and benefits to be in line with surveyed market industry level.

The purpose of the compensation survey is:

  • To determine pay level in the surveyed industry.
  • To evaluate company’s pay structure against surveyed industry.
  • To analyze survey data and identify problem areas in the company’s compensation structure.
  • To adjust company’s compensation structure to be in line with surveyed industry.


  • Revise or Establish Client’s Salary Structure.
  • Revise or Establish Client’s Salary/Compensation Policy.
  • Conduct Full Salary/Compensation Survey.

For all of the above services, meeting client’s HR Management is essential to establish the scope and the methodology of the work to be done.

For conducting Full Salary/Compensation Survey, the following process will be followed:

  • Meet with client’s HR Management to:

  1. Establish methodology of the survey.
  2. Select the number of comparable companies to include in the survey.
  3. Agree on the benchmark jobs to include in the survey that represent all pay level/grades and examine their job descriptions.
  • Conduct the survey and data collection related to all benchmark jobs from surveyed industry.
  • Analyze the collected compensation data and establish Client Company’s position as compared to surveyed industry.
  • Recommend course of action with regard to:
  1. Pay structure.
  2. Other pay elements and benefits.
  3. Relevant policies and procedures.
  4. Conduct placement of employees on the new recommended pay structure (This will be done at discretion of our Clients)

Note: We are also expert in conducting full salary/compensation survey for Airlines Industry covering:

  1. General staff at headquarters & outstations.
  2. Airline Crew covering pilots & cabin crew.
  3. Engineering staff.