beqom vs. Pave

Depending on the complexity of the processes, the regulatory constraints and the number of employees to be managed, beqom can be a very powerful solution. Sometimes it's just too powerful and expensive for the scope.

Pave seems to work really well in the technology/software industry. Not sure about others, but seems limited, depending on what roles/jobs you are looking at. Data can be pretty limited, especially when you get more granular and look at levels versus prefixes (junior, senior, etc.). Highly recommended as one of at least a few data sources for compensation, depending on industry

Incentivized

• Budget Simulation, impact analysis of change ina compensation plan, scenario comparison
• End user (functional user) administration
• Total compensation management (ability to manage all the processes in a single tool)
• Integration into the information system (SSO, data flows, etc.)
• Complex business rules
• Matrix organization management and complex workflows

• Easy to use
• Free version (if you sync your HR system) still valuable
• Company-sourced versus employee
• Well defined levels and scope for roles
• Always adding more countries and data

Incentivized

• Territory Management
• Mobile functionnalities

• Need more data, especially for more niche roles
• Need more roles represented
• Need more industries covered

Incentivized

Support is provided by the implementation partner and beqom. A team of the editor is dedicated to this activity

Beqom is the only one managing all compensation components (total comp).

We have used or currently still use the others I listed. Others not found in TrustRadius include Ravio, Salary.com, and Figures.hr.

It is best practice in HR to use more than one source for compensation data and aggregate them together, which is what I do with Pave alongside other systems. I do consider Pave to be a better option compared to others, but I think the more compensation data you can get your hands on, the better.

Incentivized

• Reduction in calculation errors.
• Equality Management (comparisons, Women/Men, etc.).
• Letters/Plan description communication. Mass ability through the tool and direct communication to the eligible.
• Logs of all actions performed.

• Reduced time to find reliable compensation data
• Improved accuracy versus using other sources that are more crowdsourced
• More informed decisions around compensation and how we decide on what base salaries to offer

Incentivized