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TS Compensation in 3 steps

  1. 1 Prepare your compensation plans

    Actions to suit your strategy
    • Define employees’ eligibility in accordance with their role, geographical location, contract type, etc.
    • Automatic breakdown of budgets based on the structure of your organization.
    • Easy configuration to support company rules and validation workflows.
    • Management of multiple budget units in accordance with your organizational structure.
  2. 2 Manage your salary reviews

    Significant involvement of managers
    • Communication to managers of budgets allocated to their teams.
    • Assistance with data entry and decision-making: recommendations, projections, performance monitoring, etc.
    • Availability of internal and salary surveys and benchmarks in order to ensure market competitiveness and fairness within teams.
  3. 3 Consolidate and validate proposals

    Effective management of your budget
    • Consolidated view of all compensation changes requested by managers: bonuses, raises, stock options, etc.
    • Pinpoint over-budget areas and manage exceptions if needed.
    • Validate budgets at all levels and process notifications to employees
    • Ability for HR to conduct detailed analysis of compensation data for specific groups (broken down according to organizational structure, country, currencies, etc.)
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The advantages of an integrated solution

What they say about us
The main idea was to develop a variable compensation system for all executives that was linked to achieving individual objectives. Within ADP, this initiative from the CHRO is aimed at making managers' tasks easier and at giving executives improved visibility of their annual objectives.

Frédéric Legros, Aéroports de Paris (ADP) - Human Resources Information System Manager

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