Footer Navigation

Header Navigation

Compensation Study for HISWA-RECRON

Bexer Hamstra kantoor 0022

In preparation for collective labor agreement (CLA) negotiations in the holiday recreation sector, Martin Merks of HISWA-RECRON wanted insight into the compensation policies of a group of members. Highberg conducted the study. "They’re offering more than we had expected."

'Our salespeople have become coaches'

New Reward Structure at Bruynzeel Kitchens

Vaste prijs 2

As a customer, negotiating discounts on your new kitchen is no longer an option at <a href="https://www.bruynzeelkeukens.nl/">Bruynzeel Keukens</a>. Parent company <a href="https://www.dkggroep.nl/">DKG </a>has radically changed its strategy and since last year has been working with fixed prices. This involves a different way of selling as well as a different remuneration structure. An interview with Caesar Kuipers.

Negotiating the price of your kitchen is still a daily occurrence at many kitchen stores. In the 35 Bruynzeel Keukens stores, too, it was possible for many years to get a substantial discount. With a corresponding reward system for the salesperson. Research among customers showed that they did not like this bargaining at all. They didn't want to get the idea that the neighbor might be cheaper.

New Job Framework and Reward Policy for Groendus

New Job Framework and Reward Policy Groendus

It began a year and a half ago with six separate companies merging into Groendus. Since then, the number of employees has nearly doubled to 130, and both a job framework and a unified reward structure are now in place. HR Director Rosa Rodenhuis shares how this was implemented within one year.

A fair comparison: measuring pay equity

Measuring pay equity

At first glance, measuring the gender pay gap seems straightforward – just compare the average salaries of men versus women, right? Well, not quite. The reality is far more nuanced and often up for debate. Factors like part-time work and job levels skew these averages, potentially masking underlying issues of inequality. To answer the question: are we paying our employees equally for the same work, an organization must calculate the corrected pay gap. A more comprehensive metric that factors in variables such as job level and experience to reveal the true state of pay equity within an organization. It's not just about identifying a gap but understanding why it exists and what actions can rectify it. Highberg's approach to calculating equal pay for equal work sheds light on the complexities of pay disparity and paves the way for meaningful change.

Niek Klaver

Henrieke van Bommel

Equal pay for men and women at VvAA

Mathieu stern 1fzyz bm K Bw unsplash

Equal pay for men and women is an important issue for VvAA, the cross-professional collective of healthcare professionals and healthcare companies. At the request of HR manager Paul Jacobs, Highberg released a sharp analysis. 'If you lump everything together you really do see a difference.'

New Collective Labour Agreement and Reward Policy at IKEA

Labour Agreement and Reward Policy at IKEA

BH kantoor 2024 0361

IKEA made headlines with a generous new collective labour agreement (CLA). Equally notable is the company’s newly developed reward policy. Everything is done in co-creation with the trade unions, say Jessica Samrén and Kim van der Hoeven of IKEA.

Reward

Data Analist

Jonathan ORP 3795

Jonathan Rietveld is a data analyst at Highberg. Jonathan holds a bachelor's degree in applied physics and a master's degree in econometrics from Rotterdam. He therefore focuses on client issues that require in-depth data analysis and modeling.
Want to know more? Connect with Jonathan on <a href="https://www.linkedin.com/in/jonathanrietveld/" target="_blank" rel="noreferrer noopener">LinkedIn</a>.

Jonathan Rietveld

Data Analist

Capabilities

Related Insights