and Compensation Systems
Today’s Compensation Issues
management systems require an easy and demonstrably consistent methodology,
which can be applied openly, in processes that build trust and bolster
a culture of competing and succeeding in global markets. The CLASSIFY system is designed to meet these
criteria, by providing true business benefits to address real business
Lack of internal pay equity
Reduced turnover of talent
Buy-in to compensation system
control salary budget
Minimize pockets of pay waste
Improved skills for same pay
afford full featured HRIS
database fully customized to needs of business without prohibitive
expensive and unreliable – omit unusual jobs
Pay based on balance between internal and external sources
No slotting – all jobs considered
Salary and related costs are a major component of the overall
expenditures of knowledge-centered businesses. Yet, the inherent waste in most compensation
structures is difficult to address.
Without a rock solid internal equity, it is too easy for too
many managers to overlook the need to progressively address and rectify
anomalies in compensation.\
of positions can easily occur in businesses that do not have a structured
basis for classifying jobs and rely on “benchmarking and slotting” of
positions into the structure, imposing a heavy cost on the organization.
The power of CLASSIFY lies in its ability to reveal the actual
job size and salary relativity patterns in a compensation structure.
Once it is practical to accurately model what is happening, it
is possible to manage the compensation structure and progressively reduce
inherent waste and unwarranted cost. What distinguishes CLASSIFY from earlier systems
is its ease of use, without any need for job descriptions, and its high
consistency in the hands of ordinary people.
There is no need for continuing support by job evaluation specialists.
Anyone can use the method reliably and openly.
CLASSIFY is a modular system. The core module includes the CLASSIFY methodology
and software (specifically configured for each user in terms of size
and structure), database capacity, reporting, graphing and analysis
features in the software. Other
Salary Review Module makes the laborious but sensitive
task of calculating salary review increases easier and more streamlined
for line managers.
Human Assets Information Module turns the entire system
into a fully functional HRIS, with
ability to calculate various compensation components.
AGRADE Module is used to size non-exempt and procedural
WORK21 is a tool for profiling the work performed in
the company, to determine its viability or vulnerability in the
The CLASSIFY system provides a sound foundation for the transition
to the knowledge value age. The
cybereconomy is complex, fast moving and challenging. It is fraught with risk, and also has great
opportunity and rewards. Our
aim is to bring our clients vital insights, conceptual frameworks, and
new tools and systems that will help them succeed and prosper in the
CLASSIFY is robust and flexible, proven in more than
15 years of practical application across a range of industries and work
cultures in more than 20 countries. META Group, a leading research and
consulting firm, evaluated CLASSIFY and concluded: “Bottom line
- the Classify system from Kurru/Reward appears to be the most advanced
job evaluation software system on the market. There are not really other
competitive offerings that can be used internally without consulting
assistance. There are compensation planning tools … but they offer
little or no job evaluation capability.”
Discovering the wisdom of a fully credible implementation
process, and planning early, means your organization can use the CLASSIFY
/ AGRADE technology as it is designed to be used -- in a fast, open
and credible manner. Then, eighty percent of the value comes from the
process. Read more >
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