Although structuring an appropriate compensation system is an essential decision for businesses, determining the right time for it is also a key decision.

On the one hand, star­tups are inter­est­ed in being agile and flex­i­ble, and on the oth­er hand, con­tin­u­ing this approach may lead to chaos in pay­ment and its unfor­tu­nate consequences.

A chaos that can even affect the ben­e­fits of agili­ty and flex­i­bil­i­ty. Employ­ee com­plaints about the lack of a fair sys­tem for deter­min­ing salaries and ben­e­fits, espe­cial­ly for new­com­ers, can be a new chal­lenge for start­up founders, divert­ing their atten­tion and focus from cus­tomers, the mar­ket, tech­nol­o­gy, and com­peti­tors, and putting their growth and sur­vival at risk.

Thus, it is nec­es­sary to strike a bal­ance between agili­ty and flex­i­bil­i­ty and being struc­tured and hav­ing a sys­tem. As the start­up con­sol­i­dates its posi­tion, appro­pri­ate and pre­cise HR and com­pen­sa­tion sys­tem would be essential.

Old­er Remu­ner­a­tion sys­tems that do not com­mu­ni­cate and inter­act with the labor mar­ket and define a lin­ear rela­tion­ship between grade and salary will force HR to make numer­ous amend­ments to their salary struc­ture which make it inef­fec­tive after a short peri­od of time.

The com­pli­ca­tions of these types of instan­ta­neous deci­sions become appar­ent in a short peri­od of time, turn­ing the human resources depart­ment into an area of dai­ly bar­gain­ing and con­flict between man­agers and employees.

These facts are expe­ri­ences in com­pa­nies in dif­fer­ent kinds of eco­nom­ic sys­tems in all of the world, and new com­pen­sa­tion solu­tions have been pre­sent­ed in response to these unpleas­ant expe­ri­ences by inter­na­tion­al  con­sult­ing firms such as Hay Group and Mercer.

Hay Group, as one of the most well-known mod­ern com­pen­sa­tion sys­tems in the world, rec­og­nizes the com­plex­i­ty of the rela­tion­ship between grade and salary and the con­sid­er­a­tion of oth­er mod­u­lat­ing fac­tors, and presents adap­tive tech­niques as part of its rec­om­mend­ed solutions.

New compensation recommendations and trends have attracted the attention of many leading businesses in the world in recent decades.

The unpleas­ant expe­ri­ences of com­pa­nies with no sys­tem and a nego­tiable com­pen­sa­tion pack­age and out­come of rigid sys­tems incom­pat­i­ble with the labor mar­ket, have led pio­neer com­pa­nies to learn and rethink about this challenge.

Rayan Rah­bord Human Resources Con­sult­ing and Train­ing Com­pa­ny strives to help star­tups and lead­ing active orga­ni­za­tions in Iran by intro­duc­ing and expand­ing HR and com­pen­sa­tion mod­els and practices.

We pro­vide con­sult­ing ser­vices by abroad trained con­sul­tants with numer­ous imple­men­ta­tion expe­ri­ences with­in the Iran. We adapt the HRM sys­tem with legal require­ments like Labor Law, Social Secu­ri­ty Law and job clas­si­fi­ca­tion method which is manda­to­ry in Iran.

 

Fell free to call or email us for train­ing work­shops and con­sult­ing services:

What­sApp mes­sage: (+98) 9331382211

Email: HR@ISURVEY.IR

Phone: (+98)2144540912