{"id":396,"date":"2023-08-28T17:07:49","date_gmt":"2023-08-28T15:07:49","guid":{"rendered":"https:\/\/piotrcwalina.com\/remuneration-in-practice-3-transparency-and-the-payroll-system-in-the-organization\/"},"modified":"2023-10-31T10:51:44","modified_gmt":"2023-10-31T09:51:44","slug":"wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji","status":"publish","type":"post","link":"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/","title":{"rendered":"Remuneration in practice: Reward Transparency"},"content":{"rendered":"<div id=\"ez-toc-container\" class=\"ez-toc-v2_0_55 counter-hierarchy ez-toc-counter ez-toc-container-direction\">\n<div class=\"ez-toc-title-container\">\n<p class=\"ez-toc-title \" >Spis Tre\u015bci<\/p>\n<span class=\"ez-toc-title-toggle\"><\/span><\/div>\n<nav><ul class='ez-toc-list ez-toc-list-level-1 ' ><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-1\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#From_this_text_you_will_learn\" title=\"From this text you will learn:\">From this text you will learn:<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-2\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#Transparency_is_not_so_scary_as_some_believes\" title=\"Transparency is not so scary as some believes\">Transparency is not so scary as some believes<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-3\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#How_to_prepare_for_changes_in_remuneration_schemes\" title=\"How to prepare for changes in remuneration schemes?\">How to prepare for changes in remuneration schemes?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-4\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#%E2%80%98I_want%E2%80%99_or_%E2%80%98I_have_to%E2%80%99_Or_why_do_I_need_transparency\" title=\"&#8216;I want&#8217; or &#8216;I have to&#8217;? Or why do I need transparency?\">&#8216;I want&#8217; or &#8216;I have to&#8217;? Or why do I need transparency?<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-5\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#Transparent_remuneration_system_manual_for_HR_specialists\" title=\"Transparent remuneration system: manual for HR specialists\">Transparent remuneration system: manual for HR specialists<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-6\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#Transparency_Step_1_%E2%80%93_Job_role_analysis\" title=\"Transparency Step 1 &#8211; Job role analysis\">Transparency Step 1 &#8211; Job role analysis<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-7\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#Transparency_Step_2_%E2%80%93_Mapping_and_job_evaluation\" title=\"Transparency Step 2 &#8211; Mapping and job evaluation\">Transparency Step 2 &#8211; Mapping and job evaluation<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-8\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#Transparency_Step_3_%E2%80%93_Job_hierarchy_and_grading_table\" title=\"Transparency Step 3 &#8211; Job hierarchy and grading table\">Transparency Step 3 &#8211; Job hierarchy and grading table<\/a><\/li><li class='ez-toc-page-1 ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-9\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#Transparency_Step_4_%E2%80%93_Pay_Ranges\" title=\"Transparency Step 4 &#8211; Pay Ranges\">Transparency Step 4 &#8211; Pay Ranges<\/a><\/li><\/ul><\/li><li class='ez-toc-page-1 ez-toc-heading-level-2'><a class=\"ez-toc-link ez-toc-heading-10\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#Creating_a_transparent_pay_system_is_a_process\" title=\"Creating a transparent pay system is a process\">Creating a transparent pay system is a process<\/a><ul class='ez-toc-list-level-3'><li class='ez-toc-heading-level-3'><a class=\"ez-toc-link ez-toc-heading-11\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#Sources_you_can_use_when_you_lack_the_budget_for_expensive_compensation_market_research\" title=\"Sources you can use when you lack the budget for expensive compensation market research:\">Sources you can use when you lack the budget for expensive compensation market research:<\/a><\/li><\/ul><\/li><\/ul><\/nav><\/div>\n\n<p><strong>Does transparency mean full show off? The fact that we can look inside the organization, take a close<br>look at the remuneration system, learn about employee earnings, bonus rules, discover specific<br>numbers? These are the beliefs that can be heard when discussing the EU directive on pay<br>transparency. HR professionals and Comp&amp;Beners have as much energy for change as doubts. In the<br>following blog I focus on reward transparency. How to create a transparent remuneration system?<\/strong><\/p>\n\n\n\n<p>What do we associate transparency with? In the context of the EU directive on transparency of<br>salaries, transparency is often perceived as an attack on the independence of organizations, a<br>restriction of freedom, a requirement to deprive the right to autonomous decisions, to expose<br>specific amounts, to show inequalities in the pay system, and as a result\u2026 to convey to the market<br>information &#8220;company X pays Mirek so much and so much, and Margaret so much&#8221; or &#8220;they pay<br>below average, it&#8217;s not worth working for them.&#8221;<\/p>\n\n\n\n<p>For me, as reward professional, transparency means transparent rules of the game that are well<br>communicated. And in practice? Thanks to transparency, as a boss\/leader\/HR manager, I understand<br>what&#8217;s inside my compensation system and can explain it transparently to people.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"From_this_text_you_will_learn\"><\/span>From this text you will learn:<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<ul>\n<li>what exactly the EU directive on pay transparency entails and how it affects the organization,<\/li>\n\n\n\n<li>how to start implementing EU requirements in the remuneration system,<\/li>\n\n\n\n<li>whether it is worth mapping\/evaluating positions,<\/li>\n\n\n\n<li>what \u2018s the role of salary grids (bands), remuneration rules in the transparency,<\/li>\n\n\n\n<li>at what stage is it worth to define the pay bands?&#8221; &#8211; you ask. I&#8217;ll be happy to answer!<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Transparency_is_not_so_scary_as_some_believes\"><\/span>Transparency is not so scary as some believes<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The EU directive implies four main points:<\/p>\n\n\n\n<ul>\n<li>the obligation to include a pay range or minimum wage per job or to inform about the pay range\/minimum wage before the first interview,<\/li>\n\n\n\n<li>reporting on the gender pay gap for companies with more than 100 employees,<\/li>\n\n\n\n<li>providing information on the company&#8217;s average level of earnings for a given position,<\/li>\n\n\n\n<li>employers are not allowed to ask employees about their salary history.<\/li>\n<\/ul>\n\n\n\n<p>Would you admit that disclosing such information is not as risky as it sounds? And certainly less<br>so than gossip and the discreet exchange of more specific information in the corridor.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"How_to_prepare_for_changes_in_remuneration_schemes\"><\/span>How to prepare for changes in remuneration schemes?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>The good news is that the changes related to pay transparency do not come into force overnight.<br>After the publication of the EU directive, we will have three years to transpose the requirements<br>of this document into the detailed provisions of national law. There is therefore time to breathe<br>and prepare accordingly.<\/p>\n\n\n\n<p>It is worth, for example, conducting an internal audit, checking the facts &#8211; determining our<br>background: e.g. do we have a pay grid\/bands developed in the organisation, do we collect data<br>and use HR indicators. Or do we start from scratch and look for comparisons in the market<br>benchmark? This is important information to start thinking about transparent pay systems at all.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"%E2%80%98I_want%E2%80%99_or_%E2%80%98I_have_to%E2%80%99_Or_why_do_I_need_transparency\"><\/span>&#8216;I want&#8217; or &#8216;I have to&#8217;? Or why do I need transparency?<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>However, this is a good pretext to consider the purpose of transparency in general. Before<br>tackling the alignment of remuneration policy with current legislation, it is worth looking at the<br>current, very strong cultural trends that condition these changes. Transparent and clear terms<br>and conditions of employment are becoming necessary and in line with culture changes today.<br>Especially the youngest generation on the labour market, i.e. generation Z, want to work with<br>strong culture and based on values and is able to resign from a job where there are no fair,<br>transparent rules for cooperation.<\/p>\n\n\n\n<p>A lot depends on the company culture, an authentic, holistic approach and a willingness to bring<br>about change at the awareness level of the entire organisation &#8211; from the CEO, board members<br>to the lowest positions in the company.<\/p>\n\n\n\n<p>Well. So where to start, as an HR professional, you are faced with work from the basics?<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Transparent_remuneration_system_manual_for_HR_specialists\"><\/span>Transparent remuneration system: manual for HR specialists<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>How to implement transparency in your organization step by step? Below you will find individual tips with a short description. Note \u2013 the order matters!<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Transparency_Step_1_%E2%80%93_Job_role_analysis\"><\/span>Transparency Step 1 &#8211; Job role analysis<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>The first step is to determine what job positions we have. We identify all individual positions and<br>check naming consistency. This stage we remove duplicate positions, traying to make your<br>organisation chart simple and intuitive.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Transparency_Step_2_%E2%80%93_Mapping_and_job_evaluation\"><\/span>Transparency Step 2 &#8211; Mapping and job evaluation<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>It involves aligning position names and comparing them to each other. Placing them in a<br>hierarchy. The mapping method primarily allows us to compare to market data, focusing less on<br>internal order, with the hierarchy based on external benchmarks. This is a good and quick<br>solution when dealing with fairly standard positions. Full evaluation allows us to create a very<\/p>\n\n\n\n<p>precise picture of our organization and position them in the hierarchy, even when they appear to<br>be incomparable and specific to our organization. Also Hybrid approach is very effective.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Transparency_Step_3_%E2%80%93_Job_hierarchy_and_grading_table\"><\/span>Transparency Step 3 &#8211; Job hierarchy and grading table<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>By ranking, different positions are grouped based on the same criteria, such as knowledge,<br>experience, and responsibility. This allows for proper comparison to the market and is the<br>foundation of creating a pay bands \/ grading structure. It enables the comparison of salaries for<br>equivalent positions, such as reporting on the gender pay gap or providing information on the<br>average salary for a given position.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Transparency_Step_4_%E2%80%93_Pay_Ranges\"><\/span>Transparency Step 4 &#8211; Pay Ranges<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<p>We assign pay ranges for each level\/grade. Yes, only at this stage. This allows us to capture<br>average earnings for a larger group of employees, not for each position individually. As a result,<br>we organize the pay structure. This is the foundation for transparency-related activities. Based<br>on this, we can establish rules for how we approach pay raises and explain to employees why a<br>certain pay level is assigned.<\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Creating_a_transparent_pay_system_is_a_process\"><\/span>Creating a transparent pay system is a process<span class=\"ez-toc-section-end\"><\/span><\/h2>\n\n\n\n<p>Of course, each of these steps takes time. Nothing will happen overnight. The larger the<br>organisation and the more positions, the more time-consuming and involved the task becomes.<br>The most important thing, however, is to get started, to create a certain base, to unify and make<br>positions consistent. This will make it easier to map and value, and finally relate to market<br>standards. How? It can be done without generating high costs. You will find a hint below.<\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span class=\"ez-toc-section\" id=\"Sources_you_can_use_when_you_lack_the_budget_for_expensive_compensation_market_research\"><\/span>Sources you can use when you lack the budget for expensive compensation market research:<span class=\"ez-toc-section-end\"><\/span><\/h3>\n\n\n\n<ul>\n<li>interviews with candidates<\/li>\n\n\n\n<li>data from recruitment companies<\/li>\n\n\n\n<li>your own industry network (a mega-valuable, and rarely triggered, source of first-hand knowledge; i.e. just ask a colleague in the industry)<\/li>\n\n\n\n<li>exit interview<\/li>\n\n\n\n<li>free salary reports (just check exactly where the data comes from. Data on the rates of contracted candidates will tell us something different; after all, these are the ones we potentially cared about most)<\/li>\n\n\n\n<li>Professional report providers (sometimes it&#8217;s worth talking even with a small budget because there may be solutions, or we may get a mini-report in return for feeding the database); we can source data from local providers or global reports.<\/li>\n<\/ul>\n\n\n\n<p>It is definitely easier to function in a reality in which we know the rules. Tidying up remuneration<br>policies is never easy. They require a lot of commitment and diligent work. They also involve<br>sometimes challenging conversations with employees, educating leaders on the issue,<br>negotiating with management, the labour relation side. However, developing clear remuneration<br>principles makes life easier in the future. Not only when discussing raises and promotions, but<\/p>\n\n\n\n<p>also during recruitment and\u2026when implementing the provisions of the EU directive into the<br>organisation.<\/p>\n\n\n\n<p>If you need expert support on Comp&amp;Ben &#8211; <a href=\"https:\/\/piotrcwalina.com\/en\/contact\/\">contact me<\/a>.<\/p>\n","protected":false},"excerpt":{"rendered":"<p>Does transparency mean full show off? The fact that we can look inside the organization, take a closelook at the remuneration system, learn about employee earnings, bonus rules, discover specificnumbers? These are the beliefs that can be heard when discussing the EU directive on paytransparency. HR professionals and Comp&amp;Beners have as much energy for change [&hellip;]<\/p>\n","protected":false},"author":1,"featured_media":329,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[6],"tags":[],"acf":[],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v21.1 - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>Remuneration in practice: Reward Transparency - Piotr Cwalina<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Remuneration in practice: Reward Transparency - Piotr Cwalina\" \/>\n<meta property=\"og:description\" content=\"Does transparency mean full show off? The fact that we can look inside the organization, take a closelook at the remuneration system, learn about employee earnings, bonus rules, discover specificnumbers? These are the beliefs that can be heard when discussing the EU directive on paytransparency. HR professionals and Comp&amp;Beners have as much energy for change [&hellip;]\" \/>\n<meta property=\"og:url\" content=\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/\" \/>\n<meta property=\"og:site_name\" content=\"Piotr Cwalina\" \/>\n<meta property=\"article:published_time\" content=\"2023-08-28T15:07:49+00:00\" \/>\n<meta property=\"article:modified_time\" content=\"2023-10-31T09:51:44+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/piotrcwalina.com\/wp-content\/uploads\/2023\/08\/rekrutacja-zasobow-ludzkich-i-planowanie-sily-roboczej.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"906\" \/>\n\t<meta property=\"og:image:height\" content=\"522\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"Piotr Cwalina\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"Piotr Cwalina\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"8 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"WebPage\",\"@id\":\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/\",\"url\":\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/\",\"name\":\"Remuneration in practice: Reward Transparency - Piotr Cwalina\",\"isPartOf\":{\"@id\":\"https:\/\/piotrcwalina.com\/en\/#website\"},\"datePublished\":\"2023-08-28T15:07:49+00:00\",\"dateModified\":\"2023-10-31T09:51:44+00:00\",\"author\":{\"@id\":\"https:\/\/piotrcwalina.com\/en\/#\/schema\/person\/dd307e7df9632535077bfe39dcfe7d77\"},\"breadcrumb\":{\"@id\":\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#breadcrumb\"},\"inLanguage\":\"en-US\",\"potentialAction\":[{\"@type\":\"ReadAction\",\"target\":[\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/\"]}]},{\"@type\":\"BreadcrumbList\",\"@id\":\"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#breadcrumb\",\"itemListElement\":[{\"@type\":\"ListItem\",\"position\":1,\"name\":\"Strona g\u0142\u00f3wna\",\"item\":\"https:\/\/piotrcwalina.com\/en\/\"},{\"@type\":\"ListItem\",\"position\":2,\"name\":\"Remuneration in practice: Reward Transparency\"}]},{\"@type\":\"WebSite\",\"@id\":\"https:\/\/piotrcwalina.com\/en\/#website\",\"url\":\"https:\/\/piotrcwalina.com\/en\/\",\"name\":\"Piotr Cwalina\",\"description\":\"\",\"potentialAction\":[{\"@type\":\"SearchAction\",\"target\":{\"@type\":\"EntryPoint\",\"urlTemplate\":\"https:\/\/piotrcwalina.com\/en\/?s={search_term_string}\"},\"query-input\":\"required name=search_term_string\"}],\"inLanguage\":\"en-US\"},{\"@type\":\"Person\",\"@id\":\"https:\/\/piotrcwalina.com\/en\/#\/schema\/person\/dd307e7df9632535077bfe39dcfe7d77\",\"name\":\"Piotr Cwalina\",\"image\":{\"@type\":\"ImageObject\",\"inLanguage\":\"en-US\",\"@id\":\"https:\/\/piotrcwalina.com\/en\/#\/schema\/person\/image\/\",\"url\":\"https:\/\/secure.gravatar.com\/avatar\/964faa10dcba66c313a3466bb8e6fac5?s=96&d=mm&r=g\",\"contentUrl\":\"https:\/\/secure.gravatar.com\/avatar\/964faa10dcba66c313a3466bb8e6fac5?s=96&d=mm&r=g\",\"caption\":\"Piotr Cwalina\"},\"sameAs\":[\"https:\/\/piotrcwalina.com\"],\"url\":\"https:\/\/piotrcwalina.com\/en\/author\/admin698\/\"}]}<\/script>\n<!-- \/ Yoast SEO plugin. -->","yoast_head_json":{"title":"Remuneration in practice: Reward Transparency - Piotr Cwalina","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/","og_locale":"en_US","og_type":"article","og_title":"Remuneration in practice: Reward Transparency - Piotr Cwalina","og_description":"Does transparency mean full show off? The fact that we can look inside the organization, take a closelook at the remuneration system, learn about employee earnings, bonus rules, discover specificnumbers? These are the beliefs that can be heard when discussing the EU directive on paytransparency. HR professionals and Comp&amp;Beners have as much energy for change [&hellip;]","og_url":"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/","og_site_name":"Piotr Cwalina","article_published_time":"2023-08-28T15:07:49+00:00","article_modified_time":"2023-10-31T09:51:44+00:00","og_image":[{"width":906,"height":522,"url":"https:\/\/piotrcwalina.com\/wp-content\/uploads\/2023\/08\/rekrutacja-zasobow-ludzkich-i-planowanie-sily-roboczej.jpg","type":"image\/jpeg"}],"author":"Piotr Cwalina","twitter_card":"summary_large_image","twitter_misc":{"Written by":"Piotr Cwalina","Est. reading time":"8 minutes"},"schema":{"@context":"https:\/\/schema.org","@graph":[{"@type":"WebPage","@id":"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/","url":"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/","name":"Remuneration in practice: Reward Transparency - Piotr Cwalina","isPartOf":{"@id":"https:\/\/piotrcwalina.com\/en\/#website"},"datePublished":"2023-08-28T15:07:49+00:00","dateModified":"2023-10-31T09:51:44+00:00","author":{"@id":"https:\/\/piotrcwalina.com\/en\/#\/schema\/person\/dd307e7df9632535077bfe39dcfe7d77"},"breadcrumb":{"@id":"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/"]}]},{"@type":"BreadcrumbList","@id":"https:\/\/piotrcwalina.com\/en\/wynagrodzenia-w-praktyce-3-transparentnosc-a-system-plac-w-organizacji\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Strona g\u0142\u00f3wna","item":"https:\/\/piotrcwalina.com\/en\/"},{"@type":"ListItem","position":2,"name":"Remuneration in practice: Reward Transparency"}]},{"@type":"WebSite","@id":"https:\/\/piotrcwalina.com\/en\/#website","url":"https:\/\/piotrcwalina.com\/en\/","name":"Piotr Cwalina","description":"","potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/piotrcwalina.com\/en\/?s={search_term_string}"},"query-input":"required name=search_term_string"}],"inLanguage":"en-US"},{"@type":"Person","@id":"https:\/\/piotrcwalina.com\/en\/#\/schema\/person\/dd307e7df9632535077bfe39dcfe7d77","name":"Piotr Cwalina","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/piotrcwalina.com\/en\/#\/schema\/person\/image\/","url":"https:\/\/secure.gravatar.com\/avatar\/964faa10dcba66c313a3466bb8e6fac5?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/964faa10dcba66c313a3466bb8e6fac5?s=96&d=mm&r=g","caption":"Piotr Cwalina"},"sameAs":["https:\/\/piotrcwalina.com"],"url":"https:\/\/piotrcwalina.com\/en\/author\/admin698\/"}]}},"_links":{"self":[{"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/posts\/396"}],"collection":[{"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/comments?post=396"}],"version-history":[{"count":5,"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/posts\/396\/revisions"}],"predecessor-version":[{"id":652,"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/posts\/396\/revisions\/652"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/media\/329"}],"wp:attachment":[{"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/media?parent=396"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/categories?post=396"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/piotrcwalina.com\/en\/wp-json\/wp\/v2\/tags?post=396"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}