Help your HR-employees develop to the highest level of excellence through our result-driven courses
Find out about our HR projects and keep abreast of the current legal situation
With our advice we support you in all aspects of your personnel policy
SD Worx takes on (all or part of) your personnel management
We automate and optimise your HR processes
A carefree payroll administration for your SME
Take the lead with a faultless payroll policy
Erasing the borders of international employment
Organise the fiscal aspects of your employment as favourably as possible for your organisation and your employees, in line with the legislation.
Create a socio-legal foundation for employing your staff, in line with the legislation.
Sooner or later every growing company will have to deal with international employment. Ensure that you have a solid socio-legal and fiscal foundation.
SD Worx has a wide range of HR software which meets the needs of your organisation.
Our solutions and specialists in Reward help you to optimize your pay policy.
Insight into your human capital
Your remuneration policy is efficient if it incentivises employees to (continually) achieve your organisation’s strategic objectives. Equally, your remuneration policy must be cost-conscious, yet still pass external market review.
This can be achieved via traditional job evaluation systems, in which detailed job descriptions are regularly updated and revised. Due to the rigid nature of such descriptions, the number of functions within an organisation increase at a rapid pace. Evolutions within the labour market therefore demand a new approach to job evaluations with a view to remuneration, from both the employer (necessity) and employee perspective (requirement).
SD Worx is introducing the new Role Model for Reward benchmark tools at the beginning of July 2017. We are taking the first steps to describe, evaluate, and benchmark jobs within an organisation in a simple, clear and flexible way. To do this, we are employing the SD Worx role matrix and role model, which determine both role-specific and job-specific competencies. These documents are available via a mail to email@example.com.
Our new approach departs from the path of detailed task package summaries and focuses on those skills and capabilities that are essential for adequately performing the professional tasks or activities of a job role. The number of reference positions and functional domains may significantly decrease as a result.
3 ways to find out the correct wage for a particular job for your blue-collar and white-collar workers