Administración de Remuneraciones

Systematic arrangement of job roles and associated compensation levels within an organization.

Rewarding employees for their work, including salary and benefits.

Compensation paid in goods, services, or other benefits instead of cash, limited to 30% of total compensation.

The fixed amount of money agreed upon, determined by a job's position.

The purchasing power of the nominal salary adjusted for inflation.

Process of assessing the worth and complexity of different jobs within an organization.

Process of collecting and analyzing information about the tasks, duties, responsibilities, and requirements of a job.

Compensation involving both cash and non-cash elements.

Sufficient salary to meet the needs of one person.

Salary sufficient to support a family.

Salary satisfying basic needs (food, shelter, clothing, etc.).

Highest salary that still allows for a profitable product.

Salary earned by only one person, typically the main income source.

Salary shared by multiple family members to support the family.

Salary based on time worked, not the task itself.

Salary based on the amount produced rather than hours.

A technique used to develop a new salary structure that relates job positions consistently.

To determine the relative value of jobs and create a fair salary distribution.

A graph showing the relationship between a job's value and its salary.

Comparing job values in a company vs. community vs. proposed.

Shows the current company value for jobs against their corresponding pay.

Shows prevailing salaries in the community for similar job roles.

Regular pay, overtime, commissions, work on holidays, along with legal benefits.

A combined pay package that includes regular pay and benefits, but excludes vacation.

A set of principles guiding how an organization pays its employees, reflecting the organization's overall philosophy.

Salary policies are not fixed, but adjust to changes in the job market and employer needs over time.

Private sector salaries are influenced by supply and demand, but government pay is established based on expected income from government funds.

A system where 30% of an employee's benefits acts as an advance on overall compensation, minimizing extra payments.

Employers benefit from integral salary plans by avoiding additional payouts as benefit costs are potentially covered in advance.

The point where job supply and demand meet, determining fair salary levels influenced by employer-employee discussions.

Categories of jobs with comparable compensation.

Predicting salary level changes based on market forces.

Changes to employee salaries, either collective (e.g., cost of living) or individual (e.g., promotion, merit).

Salary changes based on economic factors and government-published indices.

Salary changes based on employee performance (promotion, merit) or job position changes.

A salary reduction (by up to 20%) is possible if an employee doesn't fully meet job expectations after a trial period.

Collecting data to understand the market value of jobs for comparative compensation analysis.

The responsibility for organizing, executing, and interpreting findings from a salary survey rests with high-level, experienced personnel.

Planning a salary survey involves defining its scope, target audience, and data collection methods, focusing on efficiency and value.

Clarifying the goals and extent of a salary survey is vital for collecting relevant information on job market value.

Determining the worth of a job based on factors like duties, skills, and responsibilities.

Elements influencing salary, including job tasks, time spent, and activities performed.

Influences such as collective bargaining, productivity changes, inflation, market conditions, and legislation.

Methods of making jobs comparable for fair compensation.

Techniques used to determine appropriate salary structures.

How productivity improvements relate to salary adjustments.

Gathering data on salary levels to establish a fair compensation structure.

The quality and effectiveness of how a job role is carried out, including aspects like waste reduction.