Examinando por Materia "Estructura salarial"
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Ítem Modelo de compensación para una organización del sector inmobiliario del municipio de Medellín - Colombia(Universidad EAFIT, 2023) Vega Henao, Juan Rodrigo; Betancur Hurtado, Carlos MarioThis research proposes a labor compensation model for an organization of the real estate sector of the municipality of Medellín - Colombia based on the diagnosis of the existing compensation model, which includes the characterization of the benefits that are currently offered, the way in which they are offered and the status of implementation of each one, as well as the analysis of the perceptions of the members of the organization at its different levels and the presentation of the proposal for a compensation model according to the company, which includes detailed considerations about the remuneration in the different positions resulting from the development of the salary curve to evaluate the equity of the salary structure and the analysis of competitiveness for each position against statistical references of the labor market.Ítem Propuesta de estructura salarial para la empresa Estructuras y Pavimentos S.A.S.(Universidad EAFIT, 2023) Henao Rendón, Juan Manuel; Betancur Hurtado, Carlos MarioÍtem Propuesta para la implementación de un sistema de compensación salarial para la empresa Grúas Pereira S. A.(Universidad EAFIT, 2018) Marín López, Camila; Betancur Hurtado, Carlos Mario; Giraldo Hernández, Gina MaríaAt a global level, organizations face great challenges in terms of competitiveness. The attraction and retention of human talent is a key factor in the strategies that organizations must establish to guarantee profitability and sustainability. Grúas Pereira S. A., as the company with the longest trajectory of the Coffee Region in specialized transport of extra-dimensioned cargo, has grown considerably in recent years in an accelerated manner, a situation that has generated significant challenges in the planning and necessary restructuring at the time of adjusting to the new market conditions and it was detected that one of the most sensitive areas of transformation is the development of a compensation system that guarantees equity in wages. Based on this need, an analysis of the work positions was developed, which allowed redefining the job profiles and the organization chart. Subsequently, the information provided by ACRIP about the average of the national remuneration for the equivalent charges was reviewed, in order to analyze how competitive the organization is regarding the national average. It was stablished a vacancy committee, who based on the points-by-factor method, evaluated the relative importance of each one of them and finally proposed a salary scale scheme that seeks to respond to the internal and market needs detected throughout the process.