PAY AND INCENTIVES FOR EMPLOYEES OF A NEW COMPANY

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Remuneration and incentives are important elements of talent management and employee motivation in a company. Remuneration refers to the financial compensation an employee receives for his or her work, while incentives are additional incentives offered to the employee to motivate him or her and increase his or her performance.

The most common types of incentives include the following:

• Performance bonuses: these are awarded to the employee on the basis of the targets achieved or the performance obtained.
• Commissions: paid to the employee on the basis of sales made or contracts signed.
• Social benefits: offered to workers as part of their remuneration package, such as health insurance, pension plans, etc.
• Professional development opportunities: the employee is offered opportunities for growth and development in the company, such as training courses, promotions, etc.

Remuneration and incentives should be appropriate to the characteristics and objectives of the company, as well as to the needs and expectations of employees. A good remuneration and incentive policy can help retain talent and increase the company's productivity and performance.

Remuneration and incentives in a new company

Remuneration and incentives are key elements in motivating and retaining employees in a company. In a new company, it is important to establish a fair remuneration system that is in line with the company's financial possibilities.

A common form of remuneration is a fixed salary, which is set according to the employee's position and experience. Incentives such as bonuses for meeting targets or for positive company results may also be offered.

Other forms of incentives may include:

• Profit-sharing schemes: shares or profit-sharing in the company are offered.
• Pension plans: long-term savings are set up for the employee to provide for a decent retirement.
• Medical and life insurance: medical and life insurance cover is provided for the employee and his or her family.
• Flexible working hours: employees are allowed to adapt their working hours to their personal needs.
• Training and professional development: training and professional development opportunities are provided to enable employees to improve their skills and knowledge.

It is important that incentives are aligned with the company's goals and values, and that they are equitable for all employees. In addition, it is essential that they are communicated clearly and transparently to avoid misunderstandings or inequalities.

Remuneration and incentives in internationalisation

When a company goes international, it is important to adapt its remuneration and incentive policy to the culture and labour standards of the country in which it is established. Some considerations to take into account may include:

1. Be familiar with the labour laws and regulations of the host country to ensure that legal obligations regarding employee pay and benefits are met.
2. Research and understand the cultural expectations and labour standards of the host country to ensure that pay and incentive policies are appropriate to the local culture.
3. Design a remuneration and incentive plan that is competitive in the local market and attractive to talented employees.
4. Consider factors such as taxes, living costs and social benefits when setting compensation and incentives for employees.
5. Offer incentives and benefits that are relevant and valuable to local employees, such as training and development opportunities, paid leave and health insurance.

In general, it is important to adapt the company's remuneration and incentive policy to local working conditions and standards in order to attract and retain the best employees and to remain competitive in the international market.

In this section we must define how the different professionals and employees who will make up the workforce of the future company will be remunerated, taking into account the labour market, the degree of qualification and experience of each worker, collective bargaining agreements, social costs, etc.

An annual forecast of the wage increase in percentage terms and the social security schemes for each category must also be established. The wage structure today is defined by different components.

BY WAY OF EXAMPLE, THE FOLLOWING COULD BE MENTIONED:

• Fixed component: basic salary calculated on the basis of the employee's occupational category.
• Variable components.
• Variable percentage of salary depending on the professional category, conditional on the fulfilment of the company's objectives at a global level in the case of positions of greater responsibility.

OTHER POSSIBLE BENEFITS IN KIND:

• Grants for courses.
• Extra bonuses for overtime or permanent location.
• Insurance (medical, life).
• Pension fund.
• Company shares.
• Travel.