Our service focuses on building or modernizing a comprehensive and effective compensation strategy that aligns with the company’s HR and business objectives. This approach ensures sustainable growth by integrating a structured and competitive total rewards system.
Regular reviews of compensation policies and internal pay guidelines are essential for maintaining competitiveness. Ongoing evaluations help ensure that salaries and benefits remain aligned with current market conditions and that the company’s compensation policies support business objectives.
Beyond salary benchmarking and benefits assessments, it is also vital to ensure compliance with the legal framework.
Continuous audits can positively impact employee satisfaction, directly contributing to talent retention and attraction.
We assist companies in developing a comprehensive compensation framework, outlining all financial and non-financial rewards, defining benefits structures, and establishing clear guidelines for all types of compensation within the organization.
To contextualize salaries, benefits, and compensation policies, it is essential to define job roles and the required skills and experience for each position.
Job classification is a key tool for structuring compensation components. Defining job responsibilities and requirements provides an objective foundation for a transparent pay structure.
By outlining essential job criteria, we help standardize salary levels, making the company’s organizational hierarchy clear and structured.
This approach allows employees to understand their position within the company and the skills required for career progression.
Through job evaluation, companies can identify key strategic positions and plan succession pathways, ensuring that critical roles are consistently filled.
Both job evaluation and classification are systematic methods for comparing the relative value of different roles within the organization.
This process defines the knowledge, responsibility, and complexity levels required for each job, helping both leaders and employees understand how compensation is structured and its connection to job roles.
We provide objective salary benchmarking for any job role at any level within the organization. Our access to comprehensive market salary data across all major sectors in Hungary and international markets enables businesses to optimize personnel costs while remaining competitive.
This includes designing a salary grading system, managing pay progression, and aligning salaries with market rates.
Our goal is to establish a clear, transparent pay structure that is easily understood by both management and employees. We work closely with our clients to design a customized compensation framework tailored to their needs.
A recognition system consists of elements designed to reward and motivate employees.
While these elements are not always monetary, financial incentives such as bonuses, salary increases, and other monetary perks (e.g., commuting allowances, company asset usage) are common.
However, non-monetary rewards are also highly effective, including verbal recognition, awards, privileges, and honorary titles (e.g., "Employee of the Month/Quarter/Year").
A well-structured recognition system plays a critical role in employee motivation and engagement, contributing to higher performance, workplace satisfaction, and long-term retention.
We help companies design customized recognition programs that balance financial and non-financial rewards, considering corporate strategy, HR philosophy, and employee expectations.
By identifying the most relevant and in-demand benefits in the market, we help businesses strike the right balance between budget constraints and employee expectations.
