Belgium has now banned the age criterion for wage scales. Tens of thousands of employers are under transition. Randstad had taken this step ten years ago. Not because Europe compelled it, but because it was an advantage for its own activities. The company specializes in advising temporary employment and human resources, was concerned that its advisers were acting tired of their jobs after five or six years on an average.
Therefore reflection was set up in the late \'90s in order to provide advisors for better career prospects. Under this consideration, it was decided to replace the pay scales at the time, based on age, by another system. A system was followed that provides a clear link between pay and productivity. Today this link seems already more pronounced than it was as per the conversion formula recently devised within the Joint Committee 218 for moving to a system not based on age.
Luke Steensels, compensation and benefits director at Randstad says, "We have reached a career of twenty years. Some say it is long. We do not think so. We believe that a short term plan of ten years, for example, might scare people. They will wonder what the organization provides for them when that period expires."
Even with the prospect of a 20-year career, there are questions circulating among the staff. As an organization, Randstad has found a solution. According to commercial logic, it went from being a provider to a provider of temporary workers, with a range of human resource services, thereby generating job opportunities.
An example: coaching and outplacement. From a professional standpoint, the move was logical for this activity (the peak falls during periods when the demand for workers is low), but this development has also proved useful in terms of human resources. The outplacement support requires more mature profiles and thus represents a source of opportunities for experienced acting consultants.
Tags: Randstad of Belgium, scales and seniority of compensation, employment in Belgium
[...] The first option is to stay in office, a salary capped, with the exception of statutory indexing. This is a choice some make because they feel it is in their best interests: work in their area, a good balance between private and professional life, a task that we control, autonomy and diversity that is important enough, the opportunity to work part time. Steensels Luke: "The task can get tremendous satisfaction. As an interim advisor, you should not manage one, but two groups of customers, which is particular. [...]
[...] Randstad will prepare a contract proposal accompanied by a fee equal to one person, who has gained experience within the organization itself, half of his tenure is in that role. The considerations that are applicable to Randstad are attractive pay scales and that the newcomer has yet to learn about the organization, its operation and its values. Sometimes a candidate "wins", but Randstad has to accept it. Why set a ceiling after 20 years? Steensels Luke: system characterized by an unlimited wage growth within a function is not feasible. [...]
[...] "Vedior was renamed Tempo-Team and is introduced to the market as a second brand: Randstad was demanding for users who are rigid, Tempo Team, with its own marketing department, for customers were interested in a rapid, no-nonsense Both organizations retained their own nature, but a 'shared service center had been created for business processes. It employs 250 people, including 80 former employees of Vedior. Vedior led another wage policy, focused not on four level, but on seven levels. The former worker Vedior usually begins in the lower functions of a standard, but can quickly move up. Following a positive evaluation, it can get up to increase, as in the system of 15 scales, while a person in the upper level can benefit in an increase of in wage. [...]
[...] Compensation: scales and seniority with the example of Randstad of Belgium Belgium has now banned the age criterion of pay scales. Tens of thousands of employers are in transition. Randstad has taken this step already ten years ago. Not because Europe will be forced to, but because it is an advantage for its own activities. The company specializes in advising temporary employment and human resources, was concerned that its advisers were acting tired of their jobs after five or six years on an average. [...]
[...] To what extent this system 7-level broadband would work properly, it will have to wait. On paper, everything is fine, but as Luke says Steensels: "The proof of the pudding is when you eat it." A bonus culture, such as it exists in the financial world, does not exist at Randstad. There is a reason for it. Steensels Luke: "At Randstad, we are committed to a certain image of the person. Extremely variable pay is much less productive for the company than is often claimed. [...]
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