<@U052MRMTBKR> - There are many factors which you ...
# compensation-and-benefits
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@Nivi Mandappa - There are many factors which you consider in Comp benchmarking one which level u want your company to be at P50, P75 or above. Then how are you diving the comp Total comp with benefits or only Fixed and Bonus.
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Apart from what @Chetna Gogia has mentioned ,we need take care of these pointers when we present new salary range to the management
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@Amardeep Agnihotri what pointers are you mentioning?
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Market Research, Internal Equity, Performance Evaluation, Skill and Experience Levels, Cost of Living
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Got it. Thank you very much !
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@Nivi Mandappa Apart from all the great points mentioned here, when I was an HRBP, one area where I felt heavy pushback while suggesting a salary restructuring was "Why is it necessary?" Data points to consider over here are (you might have done them already): Rate of attrition - if there's a visible spike with tangible evidence of people leaving for higher pay, your case becomes easier Comparison with P50 like @Chetna Gogia mentioned Impact of people leaving - certain business leaders immediately get it when you show them an apple to apple comparison (in this case impact of new salaries visavis revenue or any other metric)
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Yes I agree with the apply to Apple comparisions. Which is something I have trouble in explaining too to the business leaders. Thank you very much for all your data points
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