Job And Salary Management in a Company in Northwest Rio Grande do Sul

Abstract

Human Resource Management has increasingly gained prominence within organizations as the critical role of human capital in achieving organizational success becomes more evident. Job and Salary Management can serve as a valuable tool for retaining talent and enhancing organizational attractiveness in relation to competitors. In the current context, it is necessary to analyze job structures, compensation models and components, career paths, and market salary benchmarks, given the ongoing transformations in the world of work and the intensification of organizational competitiveness. Within this framework, the present study aims to analyze the job and salary structure of a company located in the Northwest region of the state of Rio Grande do Sul. Additionally, as a specific objective, it seeks to propose improvements to the company’s job and salary management practices. The study is characterized as a qualitative, descriptive research, developed through a case study, with data collection based on direct observation and document analysis, and data treatment conducted through content analysis. The results indicate that the company has a well-structured model, effectively applying theoretical recommendations in practice. However, there is a need to revise certain job descriptions, create or adjust others, review the career path structure, and update salary benchmarking practices. Thus, it is concluded that a well-designed Job and Salary Plan fosters employee development and strengthens organizational growth. The findings further reinforce, from both theoretical and managerial perspectives, that the integrated and continuously updated management of jobs, salaries, and career structures is essential for aligning human resources with organizational strategy and promoting the attraction, retention, and development of talent.