Basic pay

Basic pay

In a successful remuneration scheme, euros are targeted to where they most increase the company’s success. For the employee, the most important aspect is fair pay.

Payroll costs are a major expense item influencing a company’s profits.

The fundamentals of an effective remuneration scheme have been considered carefully in order for the scheme to be fair for the employees.

The employer should plan the scheme such that work performance is taken into account as much as possible.

Services for developing remuneration

Would you like to discuss about basic pay?

  1. Enter your contact details here

    We will contact you to schedule an appointment. In the ‘Additional information’ field, you can include, for example, the best time to call you.

  2. We will map out your needs

    Together we will discuss your company’s situation and your personnel’s needs in terms of rewards.

  3. We will make you an offer

    We will propose a plan suited to your company’s needs for developing an employee reward solution or a specific reward scheme in your organisation.

Palkkavaaka® – a pay scale system for categorising the demands of jobs and for comparing pay

The Palkkavaaka pay scale system is a tool for categorising the demands of jobs and for comparing the salaries that are paid for them within and outside the organisation. The system was developed in Finland and takes the special characteristics of Finnish working life into account. It is currently being used extensively in both private and public-sector organisations.


BENEFITS OF THE PALKKAVAAKA PAY SCALE SYSTEM:
  • Consistent, fair and credible pay criteria
  • Criteria and tools for pay discussions and recruitment situations
  • Support for determining development and career paths
  • Up-to-date information to support your company’s pay decisions
  • Internal consistency
  • External competitiveness

 

ASSESSMENT OF JOB DEMANDS AS THE BASIS FOR A PAY SCHEME

The Palkkavaaka pay scale system can be used to assess all jobs within the organisation, from shop-floor level to senior management. The system is also ideal for analysing and identifying the demands of specialist jobs.

The assessment of job demands is based on the expectations the organisation has set for the job and on written job descriptions. After assessing a job’s demands, job-demand categories are formed and the organisation’s pay structure is determined. The external competitiveness of the salaries is assessed using the Palkkavaaka market pay comparison.

JOB DEMANDS ARE ASSESSED BASED ON THE FOLLOWING:

  • Competence and interaction
  • Autonomy and application of knowledge
  • Role and responsibility

PAY COMPARISONS

Pay comparisons offer reliable market pay data for different-level jobs. The comparison includes, among other things, basic pay, benefits and paid performance bonuses.

The Palkkavaaka comparison is carried out annually. It provides excellent tools for planning your organisation’s pay policy.

Experts in basic pay

Kiisa Hulkko-Nyman
BUSINESS DIRECTOR
p. 050 337 5482
kiisa.hulkko-nyman(at)mandatumlife.fi
Sini Jämsén
SENIOR CONSULTANT, REWARD AND COMPENSATION
p. 050 300 6578
sini.jamsen(at)mandatumlife.fi
Mari Huuhtanen
CONSULTANT, REWARD AND COMPENSATION
p. 050 546 8915
mari.huuhtanen(at)mandatumlife.fi
Petra Airas
CONSULTANT, REWARD AND COMPENSATION
p. 050 422 1992
petra.airas(at)mandatumlife.fi
Marita Malinen
CONSULTANT, REWARD AND COMPENSATION
p. 050 302 1150
marita.malinen(at)mandatumlife.fi
Aleksi Harju
CONSULTANT, REWARD AND COMPENSATION
p. 050 424 5437
aleksi.harju(at)mandatumlife.fi
Anna Ainesjärvi
SPECIALIST, REWARD AND COMPENSATION
p. 044 307 3002
anna.ainesjarvi(at)mandatumlife.fi