Module Functions
Everything you need for transparent compensation, all in one place
From job classification and compensation analysis to reporting and managing employee requests.
Czech legislation is still being drafted. Therefore, the specific details of these obligations may change before the legislation is finally adopted.
Job Openings
First, determine who can actually be compared
To ensure transparent compensation, it is not enough to compare employees based on their job titles. It is important to determine who is performing the same work or work of equal value.
SmartFP will help HR create a standardized job structure and rules for objectively comparing job positions.
Benefits for HR: You’ll know which positions to compare and what criteria to use.
Comparable Groups
Group together positions that can be compared in terms of job value.
Performance Evaluation
Evaluate the level of expertise, responsibility, difficulty, and working conditions.
Job Classification
Classify the jobs into uniform categories according to the established rules.
Job Description
Use the data from the Job Description module as a basis for evaluating positions.
Pay Grades
Classify the positions according to their value and difficulty.
Pay Scales
Set the minimum, median, and maximum for each class.
Compensation Criteria
Define objective rules that determine the amount of compensation.
Change History
Track changes in pay grades and compensation settings over time.
Compensation Structure
Set clear rules explaining why the position is compensated in this particular way
You can set an appropriate pay scale for each group or class. This provides HR with a uniform framework for starting salaries, pay adjustments, and internal comparisons.
Result for HR: Instead of individual pay scales, you have a uniform and transparent compensation structure.
Work with the data you already have
SmartFP supports manual entry, bulk import, and integration with HR and payroll systems.
Manual Entry | Import | Integration | Data History
Objective reasons
It’s not enough just to see the difference. Do you need to know why it was created?
A difference in compensation does not necessarily indicate a problem. It may be related to seniority, experience, performance, or another objective reason.
SmartFP allows you to systematically record and document these reasons.
Result for HR: For every significant deviation, you know whether it has an objective explanation or requires further review.
Experience and Seniority
Take into account relevant experience and career level.
Performance
Record any documented discrepancies related to work results.
Expertise
Take into account qualifications, certifications, or specific knowledge.
Reason for the Difference
Keep a record of the reason, approval, documents, and the date of the next review.
Gender Pay Gap
Compare the pay of women and men in comparable groups.
Mean and Median
Find out how an employee compares to their peer group.
Pay Scales
Identify employees who fall below or above the set range.
Risk Deviations
Highlight the differences that require further review or explanation.
Payroll Analysis
Spot the differences before they become a problem
SmartFP compares compensation across comparable groups and shows HR where significant differences or unusual situations arise.
It’s not just a table of numbers. HR can immediately see where to focus their attention.
Benefits for HR: You don’t have to sift through hundreds of lines. The system directs you to the groups and cases that need to be addressed.
Employee Requests
When an employee asks a question, you have a clear process in place
An employee simply requests the information, and HR has the entire processing procedure under control.
Benefits for HR: Applications don’t get lost in emails, and each one has a clear status.
A Simple Form
The employee selects the type of information needed.
Pre-filled data
The position and available personal information will be filled in automatically.
Evaluation
SmartFP will generate the necessary values and comparisons.
Answer
HR will review the results and prepare the final response.
Read our case study
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Prepare HR for Transparent Compensation
Find out which positions can be compared, where the differences lie, and what needs attention.