Prior to the commencement of any compensation study (be it external or internal study), and prior to the development of strategy for strengthening compensation programs, we discuss and finalize our clients' compensation philosophy. Because each organization naturally possess philosophical beliefs on how employees should be paid, we perform this step to guide our actions.
In some cases, organizations can have multiple philosophies. This practice is acceptable particularly for employee groups or job positions that are “hard-to-fill”.
A good understanding of our clients' compensation philosophy helps us shape our action plans, particularly in relation to:
Business Issues are pressure points that are preventing organizations from effectively competing in the labor market. In every organization large or small, there exist a plethora of issues that invariably make their way to compensation. For all compensation study engagement that we handle, we discuss and understand these issues. A good understanding of these help us shape our next course of action. Some of these issues are:
Once the compensation philosophy and business issues are discussed, documented, and understood, the comparator organizations or peers should be defined. We discuss the qualifying factors under which comparator organizations or peers can be measured. In all cases, we consider geographical boundaries, fiscal position similarities, and workforce strenghts. We also include in the criteria for qualification, other factors our clients provide to us.
Ulibarri-Mason Global HR is founded in 1994 by a Cognitive Psychologist from the University of California Berkeley. The firm was renamed in 2004 to expand the service offerings. The expansion included a focus on compensation and job classification.