Interclean

Can a company build an effective staffing strategy for an organization without being a market leader in pay structure?

An organization's success is impacted by the jobs that are related to critical, core and operation functions, so market pricing is not the sole objective in compensation systems.

Organizations need to know how to motivate employees to be passionate and to give their very best, even in positions that involve seemingly uninspiring tasks. They should assist in fostering a rapport between an employee and his work so that the employee connects with the opportunities afforded by the job at hand. The employee should see if there is room for self-initiative and opportunity for reward, even within a narrowly defined set of job responsibilities. Organizations benefit from the energy unleashed by this connection, and employees feel more motivated and fulfilled in their jobs.

So it is important to develop an approach that determines the pay based on the value of the work. Since every job requires a specified set of potential, skills and characteristics, it is important to position the jobs so that the compensation can be logically attributed to the context of that work. The value of the work will depend on how critical that activity is to the organization in reaching its goal, so both external and internal factors must be considered. Since each organization has different needs, strategies and requirements to achieve the desired results, one should ignore the benchmarking by job titles and base the pay on the value of the work. Effectiveness of the organization depends upon the knowledge that people have and rewarding talent sends a strong signal to the employees as it signifies the impact of the work. Because of the uniqueness of each organization, the dynamics also changes constantly like for example jobs may be outsourced or filled with temporary labor, so the importance of work must be continually

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