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Category: Job evaluation

Three essential areas to address around pay gaps and equality

Equal Pay | Equal Pay Audits | Pay Structure | Pay benchmarking | Job evaluation | Pay Review

Instances of unequal pay can manifest all too easily, but they can also be guarded against by putting checks and balances in place and maintaining those with regular auditing. My three main areas to focus on when considering pay gaps and inequality are pay structures, annual pay review and pay policy.

Posted by Emer Bucukoglu on
02 September 2022

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Top tips for implementing a job evaluation framework  

Job evaluation

A strong grading structure underpins every successful reward scheme, and the first step is evaluating jobs. Sarah Nash talks through the process of evaluating roles and gives her top tips and best practice considerations.

Posted by Sarah Nash on
16 July 2021

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Bespoke or off-the-shelf Job Evaluation frameworks – which is right for your organisation?

Evaluate | Job evaluation

There are advantages to both bespoke and off-the-shelf frameworks, and it is about weighing up these pros and cons.  Cathryn Edmonson details the key considerations to bear in mind - regardless of which approach you decide on.

Posted by Cathryn Edmondson on
09 June 2021

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Why undertake job evaluation?

Job evaluation

A good Job Evaluation framework can provide the foundation for a number of pay and reward practices including pay frameworks, competency frameworks, performance management, and career pathways. Alastair Cole highlights the value Job Evaluation can add to your organisation.

Posted by Alastair Cole on
04 June 2021

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Three questions to assess if your JE scheme is fit for purpose

Job evaluation

A job evaluation framework that is not fit for purpose will do more damage than good. Cathryn Edmondson offers three key questions to help determine if your job evaluation framework is fit for purpose.

Posted by Cathryn Edmondson on
14 May 2021

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How to promote fairness and transparency through Job Evaluation

Pay Fairness | Job evaluation | Transparency

Fairness and transparency are both cornerstones of Responsible Reward. Spencer Hughes looks at how both can be achieved by correctly executing and implementing Job Evaluation with a logical and consistent methodology.

Posted by Spencer Hughes on
06 May 2021

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Your 4 step guide to organisational design

HR Reward | Reward Consultancy | Evaluate | Job Evaluation Software | Organisational Design | Job evaluation | Productivity

This week Innecto's Sarah Lardner brings you her handy guide to organisational design - how to do it and what value it can add to your organisation.

Posted by Sarah Lardner on
23 January 2020

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Attracting talent in tech: what should your business be considering?

Measuring pay | Global talent | Talent | Organisational Design | Job evaluation

When it comes to attracting the right talent, technology and digital roles are the ones that are often creating headaches for many employers right now. The increasing tech focus for most organisations is demanding a skill set that in many cases doesn’t yet exist - or if it does, it is like gold dust to find. We explore some key considerations for businesses looking to find the cream of the crop.

Posted by Justine Woolf on
08 October 2019

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Using reward to enhance company culture

HR Reward | Reward Consultancy | Motivation | Employee engagement | Business Ethics | Culture | Total reward | Pay Structure | Recognition | Reward Strategy | Job evaluation

At a time of record levels of job-switching, how do you keep employees on-board? One answer is to focus on something money can’t buy. Here's some ideas on how to reinforce your company culture through good reward policies and practice.

Posted by Roy Curnick on
27 November 2018

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Three reasons why independent pay benchmarking benefits your business

HR Reward | Reward Consultancy | Pay Fairness | Reward Intelligence | Pay & Reward | Good data | Analytics | Pay framework | Business Ethics | HR software | Pay benchmarking | Job evaluation | Job Descriptions

It’s very easy to get caught up in personalities and performance when benchmarking a role. Benchmarking is not about how well an individual performs. So when you spend every day with your employees, it becomes increasingly difficult to focus purely on a role without letting personality, likability and performance come into play.Here are three key benefits of using an independent reward consultant: Read more here....

Posted by Sarah Nash on
13 June 2017

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