HRMP utilizes a fully quantitative and automated approach to pay plan analysis and design. Through a balanced integration of Point Factor Analysis and Multiple Regression, HRMP incorporates job analysis and prevailing market data into each organization's unique structure. Furthermore, HRMP's innovative system addresses economic anomalies. Economic anomalies are those jobs for which the market is inconsistent due to shifting supply and demand conditions. HRMP has the only known quantitative system that accurately incorporates these types of jobs into the pay structure while simultaneously maintaining the legal defensibility and integrity of the overall structure hierarchy. HRMP's automated quantitative point factor system, Compensation Manager 2.3, is a Windows® based system that employs relational database modeling, regression analysis and current Windows automation technologies

Variable Pay Plans

HRMP develops variable pay systems that effectively address the goals and objectives of your organization. The plans include short-term incentives at the individual or team non-management level, up through long-term executive plans that are tied to strategic organizational objectives.

Pay for Skill/Knowledge Based Pay (S/KBP) -

HRMP designs S/KBP systems that are directly linked to increased organizational effectiveness. The S/KBP systems provide incentives to employees to gain knowledge and skills critical for working collectively toward organizational goals. The ultimate goal of any S/KBP system is to increase productivity while controlling or decreasing operational costs. HRMP partners with our clients to identify applicable organizational goals and tailor effective pay-out mechanisms accordingly.

Piece-Rate Pay (PRP) -

HRMP designs PRP systems that limit down-time and increase output quantity while maintaining or increasing output quality. These pay-out systems are very effective for select job categories. HRMP partners with our clients to identify appropriate job classes and tailor the system to those job categories that best benefit from PRP plans.

Gainsharing/Profit Sharing -

HRMP's gainsharing and profit sharing systems can be implemented at the team, unit or organizational level. These systems enhance employee awareness, knowledge and overall contribution towards recognized organizational goals. Employees are then rewarded with a percentage of gains/profits realized by the organization as a direct result of their participation in the plan.

Individual/Team Bonus -

HRMP designs individual/team bonus plans that are directly linked to unit or organizational objectives. Implementing goals-driven bonus plans optimizes productivity and enhances your organization's ability to attract and retain technical and other skilled employees in an increasingly limited and competitive labor market.

Performance Appraisal Systems

HRMP's 360° performance appraisal system is flexible, yet specifically targets and rates job-related success factors. The system includes job-specific factors; objectives worksheets; and self-assessment, peer, subordinate and stakeholder components. Due the system's flexibility, evaluators can utilize one or all of the components for any employee group as dictated by the changing needs of your organization from year to year.

The system equally addresses both past performance and future employee development. Our approach involves partnering with management to pre-select competency factors specific to the jobs being evaluated. For management positions, stronger emphasis is placed on accomplishing organizational goals and objectives. HRMP's performance appraisal system is an ideal forum for outlining performance standards for all employees regardless of placement in the overall hierarchy.

Additional HRMP Services

HRMP partners with HR Professionals to address a wide range of Human Resources issues. Guidance, assistance, and full service packages are available.

Do Your?

Employee Handbooks

• Reflect recent legislative and regulatory developments (Title VII, FMLA, ADA)?
• Foster positive employee relations yet protect the organization's legal needs?
• Imply any employment contracts, promises, or organization obligations?

Personnel Policies

• Clearly state both the employee's and the organization's rights and obligations?
• Comply with federal regulations and guidelines (EEOC, ADA, FLSA, FMLA)?

Class Specifications and Job Descriptions

• Distinguish between essential and marginal functions of the work?
• Reflect Bona Fide Occupational Qualifications required to perform the work?
• Include appropriate language that does not "screen out" protected classes?

Management Training and Development Systems

• Motivate employees and improve communication at all levels?
• Provide practical application for problem solving and decision making issues?
• Teach proper documentation and disciplinary/termination procedures?
• Provide proper performance appraisal training?
• Provide instruction regarding sexual harassment and hostile work environment?