{"id":3409,"date":"2022-11-17T09:25:11","date_gmt":"2022-11-17T09:25:11","guid":{"rendered":"https:\/\/bureaubaarda.nl\/?page_id=3409"},"modified":"2024-11-12T11:48:16","modified_gmt":"2024-11-12T11:48:16","slug":"baarda-implement-with-consultant","status":"publish","type":"page","link":"https:\/\/bureaubaarda.nl\/en\/baarda-implementeren-met-consultant\/","title":{"rendered":"Baarda implement with Consultant"},"content":{"rendered":"
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We do it, together with you<\/h1>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t
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The need to professionalise remuneration policy is often driven by company growth and - sometimes extreme - mobility in the labour market. If you are keen to counter this with a remuneration policy that is transparent, market-based and offers perspective, opt for the Baarda model.<\/p>

The model also allows you to take a thorough look at your own organisation. With it, you examine which competences are needed to be organised in a vital, i.e. effective and future-proof way. After the project, you therefore have all the tools for strategic personnel planning, the basis of your recruitment efforts.<\/p>

Ultimately, the project will also lead to employees understanding their own added value, their growth opportunities (or lack thereof) and the salary in return.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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Introduction of Model Baarda<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Introduction of model Baarda is done in four phases, together with a project group composed by you:<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t\t<\/div>\n\t\t<\/div>\n\t\t\t\t

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1. Designing the job matrix<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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In the first workshop, 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? Together, we examine what the ideal organisational design looks like to remain decisive and future-proof. We call the result the job matrix.<\/p>

Please note that we do not therefore create job profiles, they are not necessary in our approach!<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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2. Classify employees based on their added value.<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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With this vital design in hand, in a second workshop we will classify all individual employees according to their added value. Do they meet the standard we set in the job matrix, are they still off it or do they rise above it? This is how you position all employees in their learning path. The result of step 2 is the people matrix.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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3. Designing a market-based salary structure.<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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We will now examine how you reward and analyse what adjustments your salary structure needs to be effective and in line with the market. Moreover, we will introduce here the procedures that are indispensable for correct implementation.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t

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4. Performance Development<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t
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Fully setting up the Proodoss platform, making the PDJourney\u00ae ready to be implemented. The PDJourney\u00ae is the process that aligns organisational goals and personal ambitions. It provides:<\/p>