How do you explain why one employee earns more than another? How do you ensure that reward decisions are consistent across departments and organisational levels? And how do you build a reward policy that stands up to scrutiny when employees ask questions, the works council gets involved, or the organisation grows?
It starts with a clear job architecture and a job evaluation method that is objective, transparent and applicable to everyone. This creates a consistent foundation for structuring and evaluating work, as well as for transparent and fair rewards.
Styr offers a simple job evaluation model that is unique in its approach. It focuses not only on the expectations of the organization (the work you must do), but also on what people want and capable of. The focus here is on the problem solving abilities needed and the talents and skills it takes to do the job well. We call this hybrid grading. A proven method, developed by Styr. In other words: ideally suited for today’s organisations.
The result is a clear and transparent job architecture in which everyone knows what is expected, how jobs relate to each other and what this means for development and rewards. From front desk to boardroom.
The Styr Model provides a consistent foundation for transparent and fair rewards. It complies with the EU Pay Transparency Directive and can be used alongside existing national, international and collective labour agreement (CLA) job evaluation systems.
The clear Styr language makes differences between jobs and levels easy to understand and explain. This helps HR and managers make consistent decisions and gives employees clarity about their position, development opportunities and rewards.
With the Styr Dock platform, organizations can build and maintain their job architecture, job profiles, job grading and compensation policy in one platform. The Styr Dock provides clear insights into salary structures, employees’ relative salary positions (RSP%) and equal pay.
Using compensation analysis and relevant benchmark data, we help organizations develop a compensation policy that is transparent, fair and easy to explain.
Our certified Styr experts support organizations with:
1. Built for modern organizations
Traditional job evaluation methods can be complex, rigid and difficult to maintain. The Styr Model is designed for organizations that need to adapt continuously. HR can independently maintain the job architecture and adjust it when jobs change or new roles emerge.
2. Clear and consistent
Everyone understands how jobs are graded, how different levels relate to each other and what is expected at each level. A recognizable and explainable structure creates clarity for employees, managers and HR.
3. Transparent rewards
Clear job evaluation provides the foundation for fair and explainable reward decisions. Salary structures, relative salary positions and equal pay become transparent, helping organizations make consistent decisions about hiring, promotion and salary development.
4. Easy to explain
Why is one job graded higher than another? And why do salaries differ? The clear Styr language enables HR and managers to explain these differences based on objective criteria, reducing unnecessary discussion and frustration.
5. More ownership and engagement
When people understand what is expected of them, how they can develop and how rewards are determined, they have greater clarity about their position and opportunities within the organization.
Clarity on clear work design
What is the chosen direction, and what challenges does the organisation face? How do you translate that into an effective division of responsibilities and ownership for teams, jobs, roles and people? What kind of talent and skills are needed for this? With a clear work design and a shared language from Styr, this quickly becomes clear.
Clarity on performance development
At Styr, we believe that people development is the key to team and organizational success. But how do you increase their contribution to the performance of the team and the organization? And how do you set up a modern, digital performance development cycle that really suits your organization?
"I chose Styr because with its model, it's the first one for me to easily explain the value of a job. Employees understand this, which gives a sense of fair reward."
CHRO Leendert Klink
Styr continues to fight for clear organizations, fair rewards and engaged employees.
