Your organization spends a lot of time and effort on getting its salary structure and reward just right. But how do you gain the full picture on your reward program if you don’t know how competitive your organizational structure is?
If you’re looking to grow organically, acquire, restructure, introduce new products and services, or simply determine your position in the market, you need to have the right number of people in the right job levels and functions, to meet these goals.
Organizational benchmarking will tell you how many people you have overall, in each location and function, and at every job level. And it’ll compare that against similar organizations – so you can see where your structure is different.
Our analysis will show you where your organization is fatter or leaner than the competition. It’ll also show you what proportion of people you have at different job levels, and how that compares to other organizations in our industry. So you can make more informed decisions about how you allocate your people and budget, and if you need to modify your structure to support your strategy.
The same world-class data, different insights
We analyze data from our world-leading pay database, the Pay Hub, to benchmark your organization.
Our tried and tested Job Evaluation methodology means we know the size of every job in the database, so we can help you to answer questions like:
Are we top-heavy compared to other companies in our sector?
Do we spend more, or less on the teams that are vital to our success?
How do the sizes of our corporate functions compare?
The insights you gain won’t necessarily mean that you decide to bring your structure in line with your competitors’. But you may opt to have a bigger team in one of your locations, so you can compete better in that market. Or you may decide to have fewer people in a particular function, but at a higher job level – because it’s more productive.
Whatever your decision, you’ll base it on a full picture of capacity, capability and reward in your organization.