Compensation Insider – the blog

Sandrine Bardot - Trainer, Consultant, Coach and Speaker in International Compensation & BenefitsHello, and welcome to Compensation Insider !

My name is Sandrine Bardot and I am a trainer, consultant, coach and speaker in International Compensation & Benefits. I am also the author of Compensation Insider, the only Compensation & Benefits blog with a Middle East flavour.

Here, you will find a wealth of information ranging from articles sharing some real-life experiences in Total Rewards to technical tips to help you deliver flawless support to your business, to answers to reader questions (maybe even yours ?) and recaps from HR and C&B conferences.

You will learn, compare to your experience, keep up-to-date and find relevant tricks that will give you an edge in your career. And even though the topic is somewhat of a technical nature, I always strive to keep my style easy to read so that you can easily share it with your team members.

These are very educative and insightful posts! Is it ok with you if I share them with my HR/Total Rewards colleagues in my office ? (…) I feel that the details and insights you share in your posts could help others in the profession in updating themselves and thereby help the cause of raising the collective knowledge/understanding of the HR/TR community. (Ashish S.)

Some of the topics and the way you presented it, makes the reader understand the content : simple yet concrete. Thanks for taking the time off to write and let us know your experience… For a couple of the blogs I would like to ask few questions and in another couple I wanted to add my inputs too.. It’s a good platform to share and learn… (…) Keep writing… We are awaiting to read them (Edwin F.)

In fact personally I wait for your blogs – and every time there is something to surprise me. In my view, I feel you hold one of the compensation ‘god’s’ type position in my life and any time I am stuck with C&B, you are the first person to come to my mind. (Samir D.)

I want to thank you for your wonderful and insightful blog Compensation Insider, I was inspired by all your articles and read them all since I subscribed! 🙂 (Amy L.)

I just love to read all your posts. They not only have good content but are extremely well written. I am sure there are loads of people who are waiting for the posts. Thank you so much for sharing your knowledge and helping everyone. (Vijay L.)

With over 17 years of International Compensation & Benefits experience in Corporate HR at the time, in 2011 I launched Compensation Insider as a way to expand my reach and spread the word around “good” C&B. Why ? Because my motto is:

Learn, Help, Share and Smile.

The blog is now my opportunity to share, for free, some of the knowledge I’ve acquired over the years. If you like it, my hope is that at some point, you will explore the trainings, speaking, mentoring/coaching packs and consulting services that I offer, and maybe become a paid client.

But even if you don’t, that’s OK :-). I’m happy to simply become one of your sources of information and reflection on Total Rewards matters.

See you on the other side !

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Comments

  1. Which is the best method to compare internal salary range V/s Market Ranges. Is it Percentile or Compa Ratio?

    • Sandrine Bardot says:

      Hi Nooruddin,

      I am not sure I understand your question, but here is an article which I think could help you :
      http://compensationinsider.com/are-you-using-comparatios-without-thinking/

      Percentiles help you define how you want to be paying compared to other companies in the market (your “target position”) and therefore help you decide the midpoint of your salary ranges.

      Comparatio is more of an internal measure which allows you to see where an employee pay is positioned within the salary range for his/her grade. It is calculated as “employee (basic) pay / midpoint of employee salary range”.

      In the article above, I also look into what I call Market Ratio, which is “employee (basic) pay / market value of the job”. This market ratio is therefore an external value.

      The article describe the uses of both approaches and helps you decide which one to use when you review your salary ranges and prepare salary reviews.

      Don’t hesitate to explore the archives ! (click on the categories, or perform a search in the column on the right of the blog). With over 240 articles to date, chances are that I have already touched on your topic…

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