{"id":5127,"date":"2025-12-27T06:20:12","date_gmt":"2025-12-27T06:20:12","guid":{"rendered":"https:\/\/sandmerit.com\/?p=5127"},"modified":"2025-12-21T03:19:06","modified_gmt":"2025-12-21T03:19:06","slug":"how-to-use-kpi-to-calculate-salary-increment","status":"publish","type":"post","link":"https:\/\/sandmerit.com\/cn\/how-to-use-kpi-to-calculate-salary-increment\/","title":{"rendered":"How to use KPI to calculate salary increment"},"content":{"rendered":"<div data-elementor-type=\"wp-post\" data-elementor-id=\"5127\" class=\"elementor elementor-5127\" data-elementor-post-type=\"post\">\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f72 e-con-full e-flex e-con e-parent\" data-id=\"845a9f72\" data-element_type=\"container\" data-e-type=\"container\">\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f1 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f1\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><strong>65% of companies that tie pay to KPIs report higher retention and clearer budgets within a year.<\/strong> That fact shows how powerful a fair, measurable pay system can be in Malaysia.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f2 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f2\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >We explain how a KPI-linked pay model turns performance scores into a specific <em>amount<\/em> in MYR. The Merriam-Webster <em>word<\/em> definition of increment helps: it is an amount or the action or <em>process<\/em> of increasing.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f3 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f3\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >In this guide, we frame KPI-to-pay as a repeatable method that balances business goals, cost control, and talent retention. We show the high-level mechanics: KPI weighting, achievement levels, and budget rules that create clear payouts.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f4 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f4\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f5 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f5\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><strong>We give practical steps, calculator-ready examples, and governance tips tailored to Malaysia<\/strong>\u2014including common review days and statutory points. To learn more, WhatsApp us at +6019-3156508.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f6 elementor-widget elementor-widget-heading\" data-id=\"845a9f6\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Key Takeaways<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f7 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f7\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul > <li>We map KPIs to clear payout rules so performance equals a set MYR amount.<\/li> <li>The term <strong>increment<\/strong> anchors pay talks to measurable results, not opinion.<\/li> <li>Our process links business outcomes to fair, repeatable reviews and budgets.<\/li> <li>Employees gain clarity on targets, timelines, and expected value from performance.<\/li> <li>Practical examples and checks help employers set sustainable payout mechanics.<\/li> <\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f8 elementor-widget elementor-widget-heading\" data-id=\"845a9f8\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Buyer\u2019s guide overview: aligning KPIs to fair salary growth in Malaysia<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f9 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f9\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >In this buyer\u2019s guide we map practical steps to link KPI outcomes with fair salary growth in Malaysia.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f10 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f10\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p style=\"text-align:center\"><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f11 elementor-widget elementor-widget-heading\" data-id=\"845a9f11\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">User intent and what we cover today<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f12 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f12\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >We know you want practical steps to turn KPI scores into a fair pay increase, benchmarked to Malaysian norms and stated in MYR. <strong>Our aim<\/strong> is to give clear rules that HR and employees can follow.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f13 elementor-widget elementor-widget-heading\" data-id=\"845a9f13\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Key terms we use in this guide<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f14 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f14\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >We define core words for shared usage: <em>KPI<\/em>, <em>increment<\/em>, weight, band, and calibration. Using the same words helps avoid confusion during reviews.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f15 elementor-widget elementor-widget-heading\" data-id=\"845a9f15\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Context for Malaysia: pay cycles, MYR, and performance review seasons<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f16 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f16\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Typical review windows fall in January\u2013March and June\u2013July, often linked to fiscal planning and headcount reviews. HR teams run calibration meetings on the review day to lock bands and payout rules.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f17 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f17\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<table >   <tr>     <th>Review window<\/th>     <th>Common HR action<\/th>     <th>Typical outcome (MYR)<\/th>   <\/tr>   <tr>     <td>Jan\u2013Mar<\/td>     <td>Budget sign-off and merit increases<\/td>     <td>Benchmarked MYR bands<\/td>   <\/tr>   <tr>     <td>Jun\u2013Jul<\/td>     <td>Mid-year calibration and promotions<\/td>     <td>Prorated increases<\/td>   <\/tr>   <tr>     <td>Ongoing<\/td>     <td>Spot rewards and role changes<\/td>     <td>Targeted payouts<\/td>   <\/tr> <\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f18 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f18\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >We also show practical examples from SMEs and MNCs where sales, quality, and customer metrics drive pay. Small, regular increments tied to clear score ranges build trust and let organisations aggregate gains without straining cash flow. To learn more, WhatsApp us at +6019-3156508.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f19 elementor-widget elementor-widget-heading\" data-id=\"845a9f19\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Understanding increment and KPI fundamentals<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f20 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f20\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >We start by fixing the vocabulary that guides fair pay. Clear terms let HR translate performance scores into predictable salary steps without guesswork.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f21 elementor-widget elementor-widget-heading\" data-id=\"845a9f21\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Definitions and usage: amount, degree, and a series of increases<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f22 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f22\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><strong>Definitions<\/strong> matter. Merriam\u2011Webster shows the word as: an amount or <em>degree<\/em> of change, one in a <em>series<\/em> of additions, and the process of increasing.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f23 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f23\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >In practice, that usage means each step on a KPI scale links to a specific MYR amount. For example, every 5\u2011point step on a 0\u2013100 KPI can trigger a proportional MYR adjustment. This method gives mathematical clarity to payout tiers.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f24 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f24\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p style=\"text-align:center\"><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f25 elementor-widget elementor-widget-heading\" data-id=\"845a9f25\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Choosing the right KPI mix: value, quality, and growth metrics<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f26 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f26\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul >   <li>Revenue\/value KPIs for commercial roles.<\/li>   <li>Quality and defect rates for operations.<\/li>   <li>Growth metrics (active users, pipeline) for product and sales.<\/li> <\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f27 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f27\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><strong>Guardrails<\/strong>: keep labels consistent across teams and prefer leading indicators where possible. This reduces payout volatility and helps HR phase small increases across review cycles.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f28 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f28\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >To learn more, WhatsApp us at +6019-3156508 or try our <a href=\"https:\/\/sandmerit.com\/cn\/software\/\" target=\"_blank\">software tools<\/a> for KPI-to-pay planning.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f29 elementor-widget elementor-widget-heading\" data-id=\"845a9f29\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">From plan to payout: a step-by-step process to link KPIs to salary increase<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f30 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f30\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >We map a clear, repeatable <strong>process<\/strong> that converts KPI results into predictable pay outcomes. The goal is a simple, transparent route from target setting to a cash adjustment employees can anticipate.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f31 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f31\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f32 elementor-widget elementor-widget-heading\" data-id=\"845a9f32\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Set targets in realistic increments to drive sustained gain<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f33 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f33\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Start with 3\u20135 KPIs per role and define baseline, target, and stretch levels. Use small, regular <em>increments<\/em> so progress feels attainable and avoids one\u2011off spikes.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f34 elementor-widget elementor-widget-heading\" data-id=\"845a9f34\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Weight KPIs by role impact and business value<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f35 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f35\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Assign weights that reflect strategic importance. For example: revenue 50%, retention 30%, quality 20%. This aligns payout value to what matters most for the business.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f36 elementor-widget elementor-widget-heading\" data-id=\"845a9f36\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Measure performance in time\u2011bounded increments for clarity<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f37 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f37\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Track monthly or quarterly to create clear trend lines. Short cycles reduce surprises at year end and help managers coach sooner.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f38 elementor-widget elementor-widget-heading\" data-id=\"845a9f38\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Translate KPI scores into compensation with a transparent formula<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f39 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f39\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Combine weighted scores into an index, then apply a payout rule. Example formula: Increment Amount (MYR) = Base Increment Budget \u00d7 Index \u00d7 Market Factor. Link outcomes to a banded series so employees know the range of possible pay increase.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f40 elementor-widget elementor-widget-heading\" data-id=\"845a9f40\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Iterate the model: planning as a dynamic, generative process<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f41 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f41\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Treat the plan as living: review weights, targets, and thresholds quarterly. Add gain\u2011sharing where team results dominate individual work. Document the one\u2011page plan and share it before the cycle starts.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f42 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f42\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >For a template and deeper guidance, see our <a href=\"https:\/\/www.aihr.com\/blog\/compensation-review\/\" target=\"_blank\" rel=\"nofollow noopener\">compensation review<\/a> or WhatsApp us at +6019-3156508.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f43 elementor-widget elementor-widget-heading\" data-id=\"845a9f43\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Calculator-ready examples: turning KPI scores into ringgit<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f44 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f44\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Below we show compact, calculator-ready worked examples that turn KPI scores into clear MYR payouts.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f45 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f45\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p style=\"text-align:center\"><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f46 elementor-widget elementor-widget-heading\" data-id=\"845a9f46\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Worked examples with bands, degrees of achievement, and increments<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f47 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f47\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Sales role example: KPIs \u2014 Revenue (50%), Gross Margin (20%), Pipeline Quality (15%), NPS (15%). Scores: 88, 82, 76, 84.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f48 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f48\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Weighted index = 0.88\u00d70.5 + 0.82\u00d70.2 + 0.76\u00d70.15 + 0.84\u00d70.15 = 0.851. With a base increment budget of MYR 6,000, the raw payout amount = MYR 5,106 before market or equity adjustments.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f49 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f49\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<table > <tr><th>Index band<\/th><th>Payout factor<\/th><\/tr> <tr><td>&lt;0.8<\/td><td>0%<\/td><\/tr> <tr><td>0.8\u20130.9<\/td><td>50%<\/td><\/tr> <tr><td>0.9\u20131.0<\/td><td>100%<\/td><\/tr> <tr><td>&gt;1.0<\/td><td>120%<\/td><\/tr> <\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f50 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f50\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Using bands, 0.851 maps to 50% of the base budget. A 0.93 index would map to 100%.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f51 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f51\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Operations example: use quality-first weights and narrower pay bands so increases stay aligned to role economics.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f52 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f52\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><strong>Spreadsheet-ready words:<\/strong> KPI, Weight, Target, Actual, Score, Weighted Score, Band, Payout Factor, MYR Payout.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f53 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f53\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Track cumulative increases across cycles and run a sensitivity check: a \u00b15 swing on a high-weight KPI noticeably shifts payout, so calibrate and communicate clearly.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f54 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f54\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><em>To learn more, WhatsApp us at +6019-3156508.<\/em><\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f55 elementor-widget elementor-widget-heading\" data-id=\"845a9f55\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">Governance, communication, and risk controls around increases<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f56 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f56\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >A structured approval process keeps increases equitable and within budget. We use clear steps so managers and employees see how pay decisions form and why they matter.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f57 elementor-widget elementor-widget-heading\" data-id=\"845a9f57\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Calibrations, ranges, and equity checks to manage growth<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f58 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f58\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >We run calibration sessions with consistent ranges to limit bias. Panels compare cohorts and align belts so ratings map to comparable payouts across teams.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f59 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f59\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >We also run equity checks by gender, tenure, and job family. This confirms the series of payout decisions match Malaysian employment guidelines.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f60 elementor-widget elementor-widget-heading\" data-id=\"845a9f60\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h3 class=\"elementor-heading-title elementor-size-default\">Clear words for performance reviews: explaining the process and usage<\/h3>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f61 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f61\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >We document our process in a lightweight RFC. The RFC lists objectives, KPI definitions, weights, band thresholds, increments, and exception rules for auditability.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f62 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f62\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Managers get templated words and review scripts. These help explain KPI math, weights, and expected outcomes without ambiguity.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f63 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f63\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<ul > <li>Monthly tracking, quarterly calibration, annual payout cadence.<\/li> <li>Approval limits and exception handling for promotions or market moves.<\/li> <li>Dashboards that flag budget impact and payroll outliers before sign-off.<\/li> <li>Centralised records so the same word choices persist across cycles.<\/li> <\/ul>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f64 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f64\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<table > <tr> <th>Control<\/th> <th>Purpose<\/th> <th>Frequency<\/th> <\/tr> <tr> <td>Calibration panel<\/td> <td>Align ratings and reduce bias<\/td> <td>Quarterly<\/td> <\/tr> <tr> <td>Equity audit<\/td> <td>Check cohort fairness by gender\/tenure<\/td> <td>Semi\u2011annual<\/td> <\/tr> <tr> <td>RFC &amp; documentation<\/td> <td>Ensure audit trail and consistent terms<\/td> <td>Per review cycle<\/td> <\/tr> <tr> <td>Budget dashboard<\/td> <td>Prevent overspend and monitor growth<\/td> <td>Real\u2011time<\/td> <\/tr> <\/table>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f65 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f65\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><strong>To learn more<\/strong>, WhatsApp us at +6019-3156508.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f66 elementor-widget elementor-widget-heading\" data-id=\"845a9f66\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"heading.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t<h2 class=\"elementor-heading-title elementor-size-default\">\u7ed3\u8bba<\/h2>\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f67 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f67\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p ><strong>We close by tying KPI math to everyday pay decisions so teams act with clarity.<\/strong> The key <em>word<\/em> is transparency: each score maps to an amount and a clear banded outcome. Using the defined degree of change helps managers explain value and expected results.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f68 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f68\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Keep your language consistent and use simple examples when you train managers. Weight KPIs by business priority so payouts drive the right behaviour and protect budgets.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f69 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f69\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >Start today: finalise KPIs, set bands, test the formula, and pick a calibration <em>day<\/em> to communicate results. Small, regular increments build trust and steady growth more than ad hoc boosts.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f70 elementor-widget elementor-widget-text-editor\" data-id=\"845a9f70\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<p >For a ready toolkit and templates, review <a href=\"https:\/\/sandmerit.com\/cn\/methodology\/\" target=\"_blank\">\u7b56\u7565\u65b9\u6cd5<\/a> or WhatsApp us at +6019-3156508 to get a calculator and implementation support.<\/p>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<div class=\"elementor-element elementor-element-845a9f71 schema-section elementor-widget elementor-widget-text-editor\" data-id=\"845a9f71\" data-element_type=\"widget\" data-e-type=\"widget\" data-widget_type=\"text-editor.default\">\n\t\t\t\t<div class=\"elementor-widget-container\">\n\t\t\t\t\t\t\t\t\t<section class=\"schema-section\"><h2>FAQ<\/h2><div><h3>What is the purpose of using KPIs to calculate salary increments?<\/h3><div><div><p>We use KPIs to create an objective link between job performance and pay. KPIs help quantify contributions\u2014value delivered, quality of work, and growth\u2014so we can translate performance into fair increases in Malaysian ringgit (MYR) during regular pay cycles and review seasons.<\/p><\/div><\/div><\/div><div><h3>How do we define key terms like increment, degree, and band in this guide?<\/h3><div><div><p>We define increment as the amount or series of increases in pay, degree as the level of achievement against a target, and band as the range of outcomes tied to specific percentage increases. These terms help us standardize how we translate KPI scores into compensation amounts.<\/p><\/div><\/div><\/div><div><h3>Which KPIs should we choose for different roles?<\/h3><div><div><p>We select a KPI mix based on role impact and business value. For revenue roles we favor value and growth metrics; for operations we emphasize quality and efficiency; for product and engineering we include delivery and defect rates. Each role gets weighted KPIs that reflect its contribution to company goals.<\/p><\/div><\/div><\/div><div><h3>How do we set realistic targets to drive sustained gain?<\/h3><div><div><p>We set targets by reviewing historical performance, market benchmarks, and team capacity. Targets should be challenging but achievable, defined in time-bounded increments (monthly, quarterly, or annually) to encourage steady improvement and measurable growth.<\/p><\/div><\/div><\/div><div><h3>How do we weight KPIs by role impact and business value?<\/h3><div><div><p>We assign higher weights to KPIs that more directly influence revenue, customer satisfaction, or strategic priorities. For example, a sales role might have 50% weight on revenue growth, while a support role might weight customer satisfaction and resolution time more heavily.<\/p><\/div><\/div><\/div><div><h3>What is a transparent formula to translate KPI scores into compensation amounts?<\/h3><div><div><p>We recommend a formula that multiplies a weighted KPI score by a target increase range, then applies role-specific bands to convert the percentage into MYR. The formula should be published in policy so employees understand how scores map to pay outcomes.<\/p><\/div><\/div><\/div><div><h3>How frequently should we measure performance and apply increases?<\/h3><div><div><p>We measure performance in regular review cycles\u2014typically quarterly or annually\u2014so results align with business rhythm and pay cycles. Time-bounded measurement provides clarity and reduces ambiguity when applying increases.<\/p><\/div><\/div><\/div><div><h3>How do we calibrate to ensure equity and manage risk around growth?<\/h3><div><div><p>We run calibration sessions across managers and HR to check ranges, correct outliers, and ensure similar performance receives similar increases. Equity checks compare outcomes across teams, roles, and demographics to reduce bias and control budget impact.<\/p><\/div><\/div><\/div><div><h3>How can we communicate the process clearly during performance reviews?<\/h3><div><div><p>We prepare concise scripts and visuals that show KPI definitions, weighting, scoring bands, and the compensation formula. Reviewers should explain the rationale behind scores and the resulting pay changes in plain language to build trust.<\/p><\/div><\/div><\/div><div><h3>Can you give examples of turning KPI scores into MYR?<\/h3><div><div><p>Yes. We provide worked examples with achievement bands (for example: below target = 0\u20132% increase, meets target = 3\u20136%, exceeds = 7\u201312%) and convert those percentages into ringgit based on current salary. These calculator-ready scenarios make budgeting and forecasting simpler.<\/p><\/div><\/div><\/div><div><h3>How do we iterate our model as business needs change?<\/h3><div><div><p>We treat the plan as dynamic: collect feedback, monitor outcomes, and adjust KPI weights, bands, or targets each cycle. Iteration keeps the system aligned with strategy and helps manage total payroll spend responsibly.<\/p><\/div><\/div><\/div><div><h3>Do you offer templates or support to implement this model in Malaysia?<\/h3><div><div><p>We provide templates and consulting support. To learn more or request a template, WhatsApp us at +6019-3156508 and we\u2019ll guide you through tailoring the model to your pay cycles and MYR budgeting.<\/p><\/div><\/div><\/div><\/section>\t\t\t\t\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>\n\t\t\t\t<\/div>","protected":false},"excerpt":{"rendered":"<p>65% of companies that tie pay to KPIs report higher retention and clearer budgets within a year. That fact shows how powerful a fair, measurable pay system can be in Malaysia. We explain how a KPI-linked pay model turns performance scores into a specific amount in MYR. The Merriam-Webster word definition of increment helps: it [&hellip;]<\/p>\n","protected":false},"author":2,"featured_media":5128,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"var(--ast-global-color-4)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[1],"tags":[480,342,622,430],"class_list":["post-5127","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-english","tag-key-performance-indicators","tag-performance-metrics","tag-salary-evaluation","tag-salary-increment-calculation"],"_links":{"self":[{"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/posts\/5127","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/comments?post=5127"}],"version-history":[{"count":1,"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/posts\/5127\/revisions"}],"predecessor-version":[{"id":5129,"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/posts\/5127\/revisions\/5129"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/media\/5128"}],"wp:attachment":[{"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/media?parent=5127"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/categories?post=5127"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sandmerit.com\/cn\/wp-json\/wp\/v2\/tags?post=5127"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}