The importance of a plan for jobs and wages in the corporate world, globalized world

PCS – Level jobs and Salaries, it is essential to improve the management to motivate the employees and to ensure the efficiency, attracting talent, and growing organization.

Introduction

The changes in the regional economy to the global increased the competition among the companies. With the rapid advancement of technology and the creation of a digital platform for the sales and merchandising, and service companies have begun to produce better and more efficiently.

Currently, the platforms, with the aim of social connection is the primary means of selling, such as Instagram, TikTok, and Facebook. How many times have you not found ‘dancinhas’, ‘trends’, and an investment in the professional profiles and sales information.

With globalization, companies need to constantly innovate to improve the quality and the price. In view of this, based on this new model, the market requires that firms behave in a way which is more flexible as you continue with the mere use of the conventional methods, it is not enough to keep up with the speed at which the market is evolving.

With the evolution of technology, it is possible to compare the prices and the quality of, any such product or service to any location in the world, after all, are those who have never went on youtube to check out a video of the exhibition, and beliefs about a particular product from a particular brand?

In light of this, companies need to revisit the processes, in order to facilitate them. This is because hardly any companies that will be able to keep up with the technological developments, while maintaining the internal processes are complex and very long. To this end, it is necessary to have the investment in quality workmanship and training in general.

The need for a reduction in cases, companies across sectors and different amounts of roles has become tough. In the contemporary view, the company should leave the internal process less cumbersome, and, therefore, to focus on the positions of the work is the most extensive on the basis of the need for the workforce with the knowledge that an aggregate.

The implementation of a plan for jobs and wages, it is not only to organize jobs and wages, and to predict the values of the fixed compensation, the compensation should be aligned with the strategies, developments, and the culture of the organization.

The concept of the plan and salary

PCS – Level jobs and Salaries, it is an essential tool in the management of people within organizations. It defines the structure of the job, the rules for compensation and opportunities for career advancement, while ensuring fairness and transparency in the relationship. The deployment of PCS, structured, has a direct impact on employee morale, retention, and sustained growth for the company.

According to Rio (2004), the management of the people you have to have focus, the assembler, because it is closely related to the other functions in the organization and a strategic vision that is to be embedded in the decision-making process in organizations. In addition, it is included in the company’s mission statement, the strategic planning in the goals that have been set, and the results are to be achieved.

The benefits of the plan and salary

1. Organizational structure

The PCS that sets a clear hierarchy within the company, setting out the roles and responsibilities of each position. This allows you to run more efficiently, avoiding the overhead of working, and internal conflicts due to lack of definition of the functions.

2. Transparency and pay equity

One of the major challenges faced by the organizations is the management of the compensation in a way that is fair and competitive. The PCS prevent inequalities in wages unjustified and prevent any favoritism, and establishing criteria for salary increases and promotions.

3. The attraction and retention of talent

Qualified professionals who are seeking companies that offer opportunities for growth. A plan that is well structured, attract talent and reduce the rate of employee turnover, while ensuring that the company is to retain experienced employees and partners.

4. Motivation and productivity

When your employees know your expectations for their own professional development, they are likely to be more motivated and engaged. This results in higher productivity and a better overall performance of the company.

5. Financial planning

To set pay ranges and criteria are in line with the company, you can predict your costs and payroll, while avoiding increases in the wage random, and the financial impact of unexpected.

The structure of the plan and salary

1. The description of the job

Each post must be a detailed description, including core activities, skills, techniques, and behaviors that are required. It makes it easier for the allocation of responsibilities and the selection process.

2. The hierarchy and organizational chart

The PCS must contain a chart that shows the relationship between the position and the flow of communication within the organization.

3. The criteria for career progression

Your business can take different types of progression:

• Career and linear, The employee comes up to the position as you acquire experience, and performance.
• A career at the Y Allows the trader to choose among the management team, or technical expertise.
• Career W: it Combines aspects of management and expertise, leading to a growth of the hybrid.

4. A survey of salaries and the definition of the tracks

To ensure a competitive position in the market, it is essential to carry out research on wages, and to set pay ranges that are aligned with the reality of the industry.

Implementation of the action plan for jobs and wages,

The implementation of the PCS you should follow a structured planning:

1. Organization diagnosis: a Survey of the present-day structure of the company and the specific needs of the position and salary.
2. The development of the political criteria for promotions, and for gold, and admissions.
3. Internal communication: a Presentation of the plan to the employees in order to ensure understanding and compliance.
4. Training for managers: leadership Training in order to properly apply the criteria laid down in it.
5. Monitoring and updating: periodically Review to adjustment in accordance with the needs of the business and the market.

Conclusion

The Salary Plan is an essential tool for the growth of the business by ensuring fairness, the motivation, and the predictability of financial need. The companies that are structured correctly, that the internal management have a greater capacity to attract talent, reduce turnover and maintain an organizational environment, healthy, and productive. Therefore, investing in a pc as well developed it is a distinct competitive advantage and a key step towards the sustainability and growth of the organization.

1 PAGE, Idalberto. Compensation, benefits, and labor relations: how to retain talent in the organization. 3. ed. São Paulo: Atlas, 2003.

2 BRIDGES, and the Major Years. The administration of the compensation. 11. ed. São Paulo: LTR, 2005.

3 in RIO de janeiro, José Márcio. The pay-for-skills: innovation in the management of the payroll. 2004. Dissertação (Mestrado) – Universidade Estadual de Campinas, Faculdade de Engenharia Mecânica, Atlanta, 2004.

4 MANAGEMENT salary: career and salary. 20th ed. São Paulo -, LTR -, 2021. Available at: https://books.google.com.br/books?hl=pt – BR&lr=&id=hUE6EAAAQBAJ&oi=fnd&pg=PA7&dq=plano+de+cargos+e+sal%C3%A1rios&ots=4GhxLhoR0x&sig=i8T0GnLEfmJ9-a7Nwc_EqiGXP-o&redir_esc=y#v=onepage&q&f=false. Available at: [accessed on march 19, 2024.

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