What is compensation planning?

Compensation planning is the process HR and finance teams use to design, manage, and adjust how employees are paid—both in base salary and other types of rewards. It involves budgeting for salary increases, setting pay ranges by role or level, and aligning compensation with performance, market data, and company goals.

A compensation plan (also called a pay plan or salary plan) is the written document that defines how an employee is rewarded for their work. It outlines their base salary, and often includes bonuses, commission structures, equity, benefits, and non-monetary perks. The document is normally drafted by HR professionals and includes the salary or wages an employee will receive, any bonuses or incentives available, and the employee's eligibility for benefits such as health insurance and retirement savings plans. 

What are the different types of compensation?

There is no single compensation program. Instead, competitive compensation depends on the industry, the market, and the business resources. 

As a guideline, consider the following types of indirect and direct compensation options for salaried employees.

• Base salary (or base pay)
• Commissions for sales
• Overtime pay
• Paid time off (PTO)
• Bonuses 
• Stock options and profit sharing
• Allowance and stipends for travel, meals, and housing
• Employee benefits and perks such as healthcare, dental, vacation, and contributions to a retirement plan or child care

What are the steps for compensation planning?

To offer a fair and equitable compensation plan, an employer should take several steps: 

• Research and understand the market rates for the work the employees will perform to determine a competitive salary range for the positions. 
• Carefully consider the skills and experience of the employees, as well as the responsibilities and expectations of the position. 
• Communicate the compensation plan clearly and transparently to employees, and provide opportunities for employees to ask questions and provide feedback.
• Regularly review and update the compensation plan to ensure it remains fair and competitive. 

Overall, offering a fair and equitable compensation plan can help to attract and retain high-quality employees and support the success of the business strategy.

Why do organizations need compensation planning?

There are different types of compensation to consider and incorporate into your planning and compensation philosophy. Regardless of which avenue you take, a strategic compensation package offers the following benefits.

Motivate employees

Employees that feel appreciated and valued are motivated to produce quality work. Employers should consider what compensation strategy and benefits will motivate employees best while keeping the company’s budget front of mind. It can also give employees a clear sense of what is expected of them and give them a sense of ownership over their work. 

Improve employee engagement

High compensation provides employees with job satisfaction, incentivizing them to perform better. Offering competitive salaries and benefits can show employees that their contributions are valued and appreciated, which can increase their sense of fulfillment and satisfaction with their job, leading to higher levels of engagement and motivation. 

Increase productivity and profitability

Implementing a performance-based compensation system, where employees are rewarded for achieving certain goals or objectives, can incentivize employees to work harder and be more productive. This can directly contribute to increased profitability as employees strive to meet predetermined metrics.

Reduce turnover and increase employee retention

Compensation planning can help reduce turnover by offering employees competitive salaries and benefits that align with their skills and experience. By doing so, organizations can attract and retain high-performing employees who are satisfied with their compensation and are less likely to leave the organization. 

Reflect company culture

Compensation planning can help reflect a company's culture by aligning its values and goals with its compensation practices. For example, if an organization values diversity and inclusion, it may offer a competitive benefits package that includes options for domestic partners, or it may offer flexible work arrangements that allow employees to balance their work and personal lives. 

Attract top talent

Including the compensation benefits when drafting job descriptions helps attract the best talent, drawing attention to a competitive annual salary and the benefits that align with the skills and experience of the desired candidates. This can help the organization stand out in the job market and make the position more attractive to potential employees. 

Combat discrimination

Compensation planning can help combat discrimination by ensuring that all employees are paid fairly for their skills, experience, and employee performance. This can be achieved through standardized salary structures and clear criteria for determining compensation, such as experience, education, and job performance. 

By using objective and transparent criteria for determining compensation, organizations can help prevent discrimination based on factors such as gender, race, age, or other protected characteristics.

How can organizations earn employee trust for their compensation strategy? Communication tips

Collaborating with employees is an effective way to approach compensation management. 

• Clearly explain the goals and objectives of the compensation plan and how it aligns with the organization's overall strategy, as well as the current payscale.
• Use language that is easy to understand, and avoid using technical jargon or complex terminology.
• Emphasize the fairness and transparency of the compensation plan, and explain how it takes into account factors such as experience, education, and performance.
• Provide employees with opportunities to ask questions and provide feedback on the compensation plan.
• Communicate the plan on time and provide employees adequate notice before any changes are implemented.
• Address any concerns or issues employees raise and be open to making adjustments or changes to the plan based on their feedback.
• Provide ongoing support and resources to help employees understand and make the most of the compensation plan.

Manage compensation and payroll with Deel

Deel is a holistic payroll and HR platform that provides everything a company needs to plan their compensation. Deel simplifies the complexities of compensation design, administration, and implementation, empowering your business to:

• Transform global compensation design and management with tailored dashboards and real-time insights to optimize your compensation strategy
• Process payroll globally for contractors and employees, allowing you to handle tax, compliance, and filings seamlessly in any location
• Incentivize your workforce through innovative and easy-to-manage equity-granting solutions
• Create benefits plans—follow our step-by-step plan builder to design the prices, deductibles, contributions, and eligibility for any benefit you offer to your workforce
• Manage worker information and operations effortlessly with our built-in HRIS solution, regardless of worker type

Book a demo to see how Deel can help you design and manage effective, equitable compensation strategies and structures across your global workforce.