subject: Guide To Salary Discussions For Managers And Employees Published In Finland [print this page] Over the past two decades the equality of salary issues in Finland has become better. Prerequisites are good for the salary system that is considered fair but also encouraging for employees (in Finnish, toimihenkil).
Less attention, however, is paid to the issues like how the desired salary system can be maintained, and how the whole salary system could work better for both employees and managers needs.
The Finnish Confederation of Professionals STTK, together with Confederation of Finnish Industries EK, has published a new book Salary Discussions in Finland - experiences and tips. This guide is designed to offer information for salary discussions between managers, employees and employee representatives alike. Along with the experts from STTK and EK, the book includes results and point of views from Aalto University researchers, who have been studying the subject.
The salary discussion is a systematic and logical way to go through with the job performance and salary equivalence with every employee. Good salary discussions are held with agreed-upon rules of the game, and discussions should follow the same principles with every employee (in Finnish also, palkansaaja). In this book the idea of salary discussions and their practical implementation takes place through examples, research results and experience gathered from Finland.
Today many Finnish employees have good knowledge about different employee / employer discussions, for example about development talks or evaluation discussions. This guide can help clarify the relationship between these discussions and practical tips how to behave in these different discussions.
The salary is a compensation for work done, source of income and appreciation measurement. From the organizational point of view, the wage is a key part of the reward package offered for the employee, a major cost factor, and great management tool. A well-designed reward package with a well-functioning salary and reward systems will have the impact to skilled personnel, namely to their retention and enthusiasm. Results from the successful salary system are shown as employees competence, good performance and the development of operations, summarizes Aarnio, one of the writers of the book.
Although the salary discussion is not suitable for all work sectors, this book will benefit anyone interested of salary issues, successful salary discussion and salary systems.
