Editor's message: Knowing what your competitors are paying is often a starting point for any pay review exercise. There are numerous ways in which you can gather this information, from looking at salary surveys to speaking to consultants. However, you should be clear about what information you require, who you want to compare against and the advantages and disadvantages of the different information sources.
Sheila Attwood, managing editor, pay and HR practice
Updated to include salary data from the December 2016 XpertHR Computer Staff Salary Survey.
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Definition from the XpertHR glossary.
Practical guidance on how to decide the pay and benefits for a new position, including benchmarking; getting the reward package right; and taking a total reward approach.
Practical guidance on how to benchmark your pay and benefits against those of other employers, including the types of data required and using the data to implement the organisation's reward strategy .
Practical guidance on choosing a salary survey to obtain market pay data for benchmarking pay and benefits as part of the organisation's reward strategy.
Clear aims and strict adherence to timeframes enabled the Scout Association to implement a total review of pay and benefits within one year.
The Principality Building Society introduced a market- and performance-related pay and grading structure following a comprehensive job evaluation exercise. This case study looks at how this was implemented
HR and legal information and guidance relating to market-related pay.