Accelerate May 2015 - Page 69

Reward employees on different levels or ranges. The reason for designing a structure with a range is to consider highly/lesser qualified skills, high/poor performers, scarce/not so scarce skills, experienced/less experienced talent. Understand the Critical Nature of the Implementation Process Once your pay structure has been developed, you then need to have it approved at appropriate levels, preferably at the executive, CEO or even board level. Once the required approval for the new structure has been obtained, it is time for implementation. However, an implementation plan must first be developed. The approach to implementing a new pay structure must be a structured one. Implementing a process such as a pay structure cannot be done randomly. The result would be chaos and labour