Online Academy Role Based Pay

Design your own remuneration policy with the Baarda model

A full online programme

First time right

Scale-ups and companies without managers and functions struggle to design a fair and transparent salary system. Their attempts are often no more than well-intentioned experiments. Those systems go against any scientific understanding of salary, behaviour and motivation. 30 years of experience have taught us that it’s very unwise to experiment with working conditions. First time right. You won’t get a second chance.

How can we assist? We have put all our knowledge into a very professional online academy for reward system design. And also Proodoss, a platform to manage the reward system. The online academy and Proodoss enable non-experts to solve one of the trickiest problems within HR indendently: designing and maintaining a fair and transparent remuneration system.

the Baarda Model

As can be expected, the Baarda model is central to the course. The model consists of eight roles. Each role is characterised by a specific description of added value. By added value, we mean the ability to make decisions in work situations.

With the Baarda model, organisations make the switch from job evaluation to individual and result-oriented remuneration. That beneits the agility of the organization and its contemporary vision on people & organization.

Online academy

The academy is not intended for those who want to have their cake and eat it, or cobble something together quickly. Our advice if you feel this way: don’t start. If you do want to get serious about your remuneration policy, then this course is what you are looking for.

The academy consists of three modules that are absolutely necessary for a professional remuneration policy:

1. Designing the job matrix.

First, we look at the organisation. What type of customers does your company have, what promise do you make to your customers and how is the primary process organised? What does the ideal organisational design look like that is future-oriented, i.e. vital. Where in the company do you put which expectation, what knowledge and problem-solving ability does it take to be successful? The result is what we call the ‘job matrix’.

2. Classifying employees based on their added value.

With this vital design in hand, we learn how to classify your employees according to their added value. Do they meet the expected value, are they coming short or are they exceeding the expectations? This is how you position all employees in their learning pathway. If you do this as we teach you, employees will:

  • Recognise themselves in their profile
  • Feeling valued; and
  • Accepting a salary in return.

3. Designing a market-based salary structure

The third module covers the technical requirements a salary structure must meet. Furthermore, you will learn how to design a market-based salary structure using the available information. We also look at how you currently reward your employees and analyse what adjustments your salary structure needs in order to be effective. Moreover, we’ll introduce the procedures and regulations that are indispensable for a correct implementation.

We also teach you:

  • How to put together a project group
  • What your role is as consultant and project leader
  • And we will give you all the arrangements and instructions that make implementation successful.