Award-Winning Compensation Management Software
Manage the entire compensation lifecycle and accurately recognize top performers with a digitized, integrated system. Keep employees invested and your HR team in control while preventing compensation chaos.
COMPview™ is the only unified solution for managing the compensation lifecycle. Bring all disparate compensation-related data into a single unified system with the right level of transparency to stakeholders across your organization and adjacent HR systems.
- Systematically guide, control and simplify the calculation and allocation of merit, bonus and equity awards that drive employee engagement, performance and retention
- Avoid compensation chaos by designing, approving, executing and measuring even the most complex compensation strategies
- Define, oversee and control the entire compensation lifecycle, from budget modeling to award allocations, within different rules and budgets to employee communication
- Empower line managers to make more strategic award decisions based on performance and potential
- Provides HR with real-time visibility into decisions being made on an employee-by-employee basis
- Review award recommendations, model changes and make mass updates before completing final award approvals with HRSoft’s Modeling Tool
- Publish and view employee compensation statements online, communicating new awards at the right time for each employee
Is your enterprise experiencing any of these challenges?
- Limits to plan guidelines, market data, business results and salary caps
- Different rules and budgets for merit, bonus and equity plans
- Varying performance values and goals-based ratings
- Different levels in the organization that qualify for different compensation considerations
All of these factors combined create compensation chaos for line managers who need to make strategic decisions and HR team members who oversee and drive the process.
COMPview anticipates and manages these variables precisely to your specific needs.
- Tailor unique compensation plans for different divisions, roles, and job classifications
- Manage multiple merit, bonus and equity plans with different rules and different budgets
- Establish approval hierarchies and workflows for different plans
- Integrate data from other technology sources like your HRIS, payroll or financial software
Whatever you need, COMPview can deliver to make the complex simple.
TRUSTED BY GLOBAL LEADERS
Easily communicate total compensation information to employees around the world to drive engagement, satisfaction and ultimately retention of your organization’s greatest asset – people. HRSoft enables HR teams managing global employees to translate awards into over 60 different currencies.
Organizations using HRSoft eliminate the risk associated with the spreadsheet-based management of compensation cycles, enabling recapture of OpEx that’s as much as 1-3% of total comp spend annually. By unifying workflows that typically happen in spreadsheets and over email, HRSoft eliminates the slow pace of manual efforts and frees up HR teams to focus on compensation strategy and optimization.
And we didn’t get to be the leading standalone global compensation software solution by accident. We’ve proven ourselves every day and to every client throughout every compensation lifecycle. But don’t just take our word for it. Read their case studies.
REALIZE SWIFT ROI WITH COMPVIEW™
On average, COMPview™ clients realize an average of 2-3% savings of annual budgeted compensation spend. Keep your line managers engaged with strategic compensation decisions, eliminate waste and ensure your most valued employees get what they deserve by implementing COMPview™.
CONTROL THE ENTIRE
From budget modeling to employee communication, COMPview puts you in control of the entire compensation cycle. COMPview makes it easy to establish rules for every plan, initiate and manage the process with line managers, and pre-calculate awards based on factors you determine.
COMPview empowers HR teams to confidently deploy a full array of compensation elements, including:
- Spot bonuses
- Merit pay
- Variable performance awards
- Retention stipends
DITCH SPREADSHEETS & INTEGRATE SMOOTHLY WITH YOUR HRIS
Many HCM/HRIS compensation modules are insufficient for managing anything but very simple compensation strategies. As a result, your organization has a few choices:
- Eliminate specific, differentiating compensation strategy elements in favor of vanilla approaches
- Manage the compensation lifecycle outside the HCM/HRIS – in Excel – to accommodate customization
- Upgrade to a holistic compensation management solution: COMPview
HRSoft built COMPview so that it could interface and align with any HRIS, performance management, payroll or financial software that you use. So, you can operate HRSoft’s standalone solution while still leveraging your investment in those other assets, providing a seamless flow of data from one system to another.
This means your line managers can take advantage of any factor deemed necessary in making their merit, bonus and equity awards … empowering and engaging them in the process.
SECURE & EFFICIENT IMPLEMENTATION BY OUR IN-HOUSE EXPERTS
When you work with HRSoft, you get your own dedicated Engagement Manager who serves as the single point of contact for design, support, configuration and implementation of your specific COMPview solution from the moment we begin working together. This Manager knows your exact challenges and specifications, makes sure that your solution and data are secure and handles all of your needs personally, professionally and flawlessly.
“The implementation process was one of the smoothest I’ve ever been a part of. I thought the service level might drop off on year two of using the product, but HRSoft maintained a very high level of service throughout. The team really tried to understand our needs before recommending solutions.”
Jesse Roberts, Instructure
COMPVIEW GROWS AS YOU GROW
No matter how your business evolves, COMPview is one solution you’ll never outgrow. It’s the most flexible compensation management solution available, allowing you to:
- Easily add or modify plans as business demands change
- Translate awards into 60 different currencies
- Integrate new acquisitions into your comp plans easily and efficiently
FREQUENTLY ASKED QUESTIONS
Compensation management software empowers HR professionals to plan and administer employee compensation packages. It streamlines enterprise compensation strategies by tracking employee salaries, bonuses and other types of compensation. When used correctly, compensation management software can help ensure that employees are fairly compensated for their work and prevent salary disparities. Organizations implement compensation management software as part of their HRIS or as a standalone product.
Compensation management is a process of setting and administering pay and benefits for employees. It’s a complex process that requires HR to consider many factors, including market trends, company budget and individual employee performance. While compensation management is primarily about designing and administering pay and benefits programs, it’s also about creating a positive and motivating work environment. Employees who feel like they are fairly compensated are more likely to be satisfied with their employment and less likely to look for other jobs.
Compensation management is a critical component of human resources. It’s the process of developing and administering pay programs that are fair, competitive and legally compliant. This can include developing job descriptions, conducting job evaluations and setting salary ranges. Other important aspects of compensation management include creating incentives and bonus programs and managing employee benefits. By developing comprehensive pay programs, organizations can attract and retain the best talent.
Compensation refers to the direct and indirect monetary rewards–as well as non-financial compensation–that employees receive in exchange for their work. Direct compensation can take many forms, including base salary, wages, bonuses, commission and overtime. Indirect compensation may include health insurance, paid leave, retirement contributions and career development programs. And non-financial compensation can involve work-life programs, company volunteerism and corporate commitments to a better society.
Strategic compensation is a method of compensating employees in a way that aligns with the company’s goals. One of the main benefits of strategic compensation is that it can help to attract and retain top talent. After all, if employees believe that their compensation is fair and aligned with the company’s goals, they’re more likely to be motivated to do their best work. Additionally, strategic compensation can help to create a more cohesive team by ensuring that everyone is working towards the same goals.
In the world of human resources, the terms “compensation” and “benefits” are often used interchangeably. While they are both included in an employee’s total compensation package, they serve different purposes. For example, compensation typically refers to the monetary rewards provided to employees for their work. It can include salary, bonuses and commission. Meanwhile, benefits often refer to non-cash perks offered to employees, such as health insurance, paid leave and retirement contributions. Both compensation and benefits are included in an employee’s total compensation package.
Compensation management is important for several reasons. First, it can help you attract and retain talent. By offering competitive pay and benefits, you’ll be able to recruit the best employees to your company. Additionally, providing employees with a fair wage allows you to keep them motivated and engaged in their work. Finally, compensation management can help you control costs. When you carefully manage your compensation budget, you can avoid overspending on wages and benefits. When done correctly, compensation management can be a powerful tool for your business.