Broadbanded Salary Structures became all the rage, at least in the literature and on the consultant/guru rubber chicken circuit in the ’90s. This was a huge swing. Broadbanding is a method for evaluation and construction of job grading structure that exchanges a large number of narrow salary ranges for a smaller number. Definition: Broadbanding is defined as a strategy for salary structures that consolidate a large number of pay grades into a few “broad bands.

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Most of the time, creating enormously large bands is done as a measure broaebanding support a restructuring. This article will discuss the advantages of broadbanding in an overall compensation strategy, as well as the disadvantages. Successful use of broadbanding requires that: Job Sites in USA. Also, implementing broadbands in some countries may be easier than in others.

Also, some employees may feel lost, or not know how to build their careers without a vertical corporate ladder to climb.


Is broadbanding another passing fad? If you are committed to moving to broadbanding, yet this is of concern to you, keep an eye on your turnover rates and conduct exit interviews to monitor the pulse of why your talent is moving to your competitors.

Retrieved from ” https: Whether we like it or not, some great person-to-job matches just do not happen because of the way a job has been classified or positioned with an assigned salary band.

Broadbanding reduces the number of levels or layers within a company.


broqdbanding There is no midpoint in a broad band. By using this site, you agree to the Terms of Use and Privacy Policy. Broadbanding is intended to support agile, flatter, faster-paced, de-bureaucratized organizational cultures. Think seriously before you minimize this great motivational tool.

Job Sites in Fompensation. Do you have a topic you would like Compensation Today to cover? It is your call whether broadbanding is a tool for use in your organization or not. In this case, the company will need to be able to give examples to the employees of how lateral movement can enhance their career opportunities.

What is Broadbanding?

Thus a broabdanding exists against the broadening of skills. A few companies find that it works for them, but most are redesigning their structures to allow pay ranges to reflect the market. Please introduce links to this page from related articles ; try the Find link tool for suggestions.

Traditional grade pay plans thus breed inflexibility. In this figure, the company’s previous six pay grades are consolidated into two broadbands.

Like all tools, it’s great for achieving specific outcomes, but can cause great damage when misapplied. For example, organizations that had eight levels of management could eliminate four levels, widen the fompensation ranges of the remaining four compendation, and simply slot each manager into one of those ranges. Retrieved 4 April If that new position is not a lateral or at a higher rung, most rational people will not seriously consider a transfer that results in a demotion.

Wide or Fat Grades: One concern noted by companies that have implemented broadbanding is that compensation costs may go up.

That is just not a positive step for their career development. With broadbanding, managers have great latitude to pay what they want to an employee. Before moving comensation broadbanding, companies should consider the following: This absolutely can reduce the push-pull between the hiring manager and the human resources organization.


What is Broadbanding? | TalentLyft

That is why broabdanding firms are broadbanding their pay plans. Companies employ broad banding to: Broadbanding is still around, although it is getting far less press than it did in the nineties.

This flattens an organizational structure and reduces the hierarchy. As with all compensation methods, companies should carefully broasbanding broadbanding’s pros and cons to ensure to it fits with their organizational culture and business goals.

The perception of HR as a regulating gate keeper to preserve the salary structure diminishes. There is a downside to having narrow grades. These structures may help to counter grade creep and make for a more realistic approach to pay decision-making, but, typically, do not free a company from traditional pay administration practices. This is the best face-saving way for an organization to collapse compendation ranges and supporting de-layering.

This article has multiple issues. The trend is toward common-sense salary structures, with plenty of room to compete for talent brkadbanding continue to reward stars without busting through a pay grade ceiling.

A lot of lessons have been learned the hard way.