Salary Components Best Practice
We are considering to move from non-salary components to salary components. What are some obstacles that my happen during that transition? Is using salary components better than having more than one salary element? Some of the components being considered would be based on base, shift, job, department, tenure, location, etc.
With the components in mind, and just considering the tenure could the component rate change based on length of service? Perhaps .50/hr after 6 months and $1.00 after a year of service? How about length of service in that particular job? Would it be better to have two components such as Base & Tenure or would it be best not to use salary components and utilize two elements i.e. Base Salary & Tenure Salary?