Page 26 - DRG HR HANDBOOK- Nikita Pillay

ROLE PROFILING

AND SALARY

BENCHMARKING

emuneration, one of the key elements in
the Total Rewards model, remains the most
Rcritical factor for the attraction, motivation and
retention of staff both to and in an organisation. To
remain competitive organisations should review the
way they establish their pay levels.
Role profiling and salary benchmarking can help
organisations to overcome various issues. Crucially,

this is a much more focused and detailed process
than simply interrogating a traditional salary survey to
establish a salary range for a job title.
Role profiling helps create profiles that replace
complicated and poorly structured job descriptions,

often no more than a ‘duty list’, with reference documents
that are far more useful for employees, managers, and
hiring teams. These role profiles form the basis of key
talent management applications – from recruiting and
onboarding to development, grading of positions, and
succession planning. Properly constructed role profiles
serve to establish role clarity and mitigate conflict
arising out of uncertainty.
Salary benchmarking is a process by which an
organisation jobs are matched (typically, at least 70%
match) to similar jobs and descriptions in a selected
salary survey or other source of market pay data.

Companies often come to us wondering whether their
senior executives’ remuneration packages are in line with
those offered by other organisations of similar size. Few
employers routinely have access to this information and
gaining it can be challenging. Pay varies widely depending
on sector and many other factors. Salary benchmarking
allows organisations to get an idea of these differences,
26 while finding out pay levels typical in their own sector.