薪酬管理Word文件下载.docx
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Stockoption
Indirect
Benefits:
Medicalinsurance;
Retirementpensions;
Workers’compensation;
Paidtimeoff
2.Concepts
Thebasiccompensationanemployeereceives,usuallyasawageorsalary.
Compensationlinkeddirectlytoperformanceaccomplishments;
compensationlinkedtoindividual,team,and/ororganizationperformance.
Benefit:
Anindirectrewardgiventoanemployeeorgroupofemployeesasapartoforganizationalmembership.
Wages:
Paymentsdirectlycalculatedontheamountoftimeworked.
Salaries:
Paymentsthatareconsistentfromperiodtoperioddespitethenumberofhoursworked.
Bonus:
Aone-timepaymentthatdoesnotbecomepartoftheemployee’sbasepay.Stockoption:
Aplanthatgivesanindividualtherighttobuystockinacompany,usuallyatafixedpriceforaperiodoftime.
二、Factorsofaffectingcompensation
◆Externalfactors
•Demand-supplystatusinlabormarket
•Differenceinregionandindustry
•ThelocalLivingstandard
•Nationalandlocallaworrule
•劳动力市场的供需关系
•地区差异和行业差异
•地区生活水平
•国家与地区相关法律规定
◆Internalfactors
•Compensationstratagemandpolicy
•Businessstatusandtheabilityofpayment
•Compensationlevelinhistory
•Organizationalcultureandmanagingphilosophy
薪酬战略与政策；
经营状况与支付能力：
内部历史薪酬水平；
组织文化和管理哲学；
Basicfactorsdeterminingpayrates
⏹Legalconsiderationsincompensation
EmploymentActs;
PayEquityActs;
同工同酬法HumanRightsActs;
Pensionplan;
Otherlegislationaffectingcompensation
⏹Unioninfluencesoncompensationdecisions
Unionsandlaborrelationslawsinfluencehowpayplansaredesigned.
工会和劳资关系关系方法的法律
⏹Compensationpolicies
Compensationpoliciesinfluencethewagesandbenefitsitpaysbecausetheyprovideimportantcompensationguidelines.
公平性对其工资率的影响
⏹Equityanditsimpactonpayrates
Internalconsistency;
Externalfairness;
employeecontribution;
procedurefairness;
三、Necessaryconditionsofpayfairness
Whenmakingcompensationdecision,managersshouldconsiderfouraspectsbelow:
Ø
Internalconsistency
Externalcompetitiveness
Employeecontributions
Procedurefairness
DifferentPerspectivesonPayFairness
Payfairness
Relevantcomparison
External
Samejob－differentorganization
Internal
differentjob－Sameorganization
Employee
Samejob,sameorganization－differentpeople
Procedure
Theprocedureandprocessofmakingcompensationdecision
四、Jobevaluation
Jobevaluationisaimedatdeterminingajob’srelativeworth.Itisaformalandsystematiccomparisonofjobstodeterminetheworthofonejobrelativetoanotherandeventuallyresultsinawageorsalaryhierarchy.
相对价值；
正式的、系统的比较；
工资或薪酬等级结构；
1.Summaryofjobevaluation
⏹Basicprinciple:
Jobsthatrequiredgreaterqualifications,moreresponsibilities,andmorecomplexjobdutiesshouldbepaidmorehighlythanjobswithlessrequirements.
更高任职资格；
更多复杂工作任务；
具有较少要求的职位；
⏹Thebasicprocedureistocomparethejobsinrelationtooneanother——forexample,jobrequiredeffort,responsibility,andskills.
工作评价最基本的程序就是讲一个职位与其他职位进行比较——比如，职位所要求的努力程度，所承担的责任以及技能要求。
Inaword,Jobevaluationprovidesasystematicbasisfordeterminingtherelativeworthofjobswithinanorganization.Itflowsfromthejobanalysisprocessandisbasedonjobdescriptionandjobspecification.
系统的基础；
工作说明书，工作描述；
工作规范；
Inajobevaluation,everyjobinanorganizationisexaminedandultimatelypricedaccordingtothefollowingfeatures:
①Relativeimportanceofthejob;
②Knowledge,skills,andabilitiesneededtoperformthejob;
③Difficultyofthejob.
2.Thestepsofjobevaluation
Jobevaluationismostlyajudgmentalprocess,itdemandsclosecooperationamonglinemanagers,HRspecialists,employersandunionrepresentatives.
判断过程；
密切合作；
人力资源管理专家；
工会代表；
⏹Step1:
Identifyingtheneedforjobevaluation
Itisnotdifficult.Forexample,dissatisfactionreflectedinhighturnover,workstoppages,orargumentsmayresultfrompayingemployeesdifferentratesforsimilarjobs.Managersmayfeeluneasinesswithaninformalwayofdeterminingpayratestojobs.
较高的人员流动率；
停工；
争议；
不安；
⏹Step2:
Gettingemployees’cooperation
Youcantellemployeesthatasaresultoftheimpendingjobevaluationprograms,payratedecisionswillnolongerbemadejustbymanager.Jobevaluationwillprovideamechanismforexpressingcomplaint,andnopresentemployee’sratewillbeadverselyaffected.
实施，开展；
表达不满的机制；
不利地影响；
⏹Step3:
choosingajobevaluationcommittee
Reasons:
1.thecommitteeshouldincludeseveralpeoplewhoarefamiliarwiththejobsinquestion,becausetheyhaveadifferentperspectiveregardingthenatureofthejobs;
2.Ifthecommitteeiscomposedpartlyofemployees,employeeswilleasilyacceptthejobevaluationresults.
Mainfunctionsofthecommittee:
•Itidentifies10or15benchmarkjobs.Thesejobswillbeevaluatedfirstly,andwillbetheanchors.
•Thecommitteemayselectcompensablefactors.
•Thecommitteeperformsitsmostimportantfunction——actuallyevaluatingtheworthofeachjob.
基准职位；
标杆或基准；
报酬要素；
⏹Step4:
Thecommitteeperformstheactualevaluation
Thecommitteeusuallyusesoneofthefollowingmethods:
ranking,jobclassification,pointmethod,orfactorcomparison.
工作评价委员会一般会选用以下几种方法中的一种：
排序法、职位分类法、要素计点法和因素比较法。
3.Methodsofjobevaluation
Rankingmethod
排序法
Jobclassificationorjobgrading
职位分类法或分级法
Pointmethod
要素计点法
Factorcomparison
要素比较法
Rankingmethod
Obtainjobinformation;
Selectandgroupjobs;
Selectcompensablefactors;
Rankjobs;
Combineratings
Jobclassification
Choosecompensablefactorsanddevelopclassorgradedescriptionsforeachclassorgradeintermsofamountorlevelofthecompensablefactorsinthosejobs.
选择报酬要素，然后根据职位中多包含的报酬要素的数量或等级水平制定有关的职级或职等描述。
Theevaluationcommitteereviewsalljobdescriptionsandslotseachjobintoitsappropriategrade,bycomparingeachjobdescriptiontotherulesineachgradedescription.
评价委员会评估所有的职位描述，并通过比较职位描述与等级描述的吻合程度将每一个职位放入相应的薪酬等级之中。
Pointmethod
Pointmethodisthemostwidelyusedjobevaluationmethod.Itinvolvesidentifying
•Severalcompensablefactors,eachhavingseveraldegrees;
•Thedegreetowhicheachofthesefactorsispresentinthejob.
•多个报酬要素，每个要素分成几个不同的等级；
•这些要素在每个职位中所占的比重。
Factorcomparison
Inthismethod,yourankeachjobseveraltimes——onceforeachofseveralcompensablefactors.
Combinetherankingsforeachjobintoanoverallnumericalratingforthejob.
把各个职位的排序结果进行整合汇总，从而得到各个职位的总体排序结果。
五、Howtodecidepayrate
Salarysurvey
Jobevaluation
Putsimilarjobsintosamepaygrade
Drawwagecurve
Adjustpayrate
Salarysurvey:
Acollectionofdataonexistingcompensationratesforworkersperformingsimilarjobsinotherorganizations.
Benchmarkjob:
JobfoundinmanyorganizationsandperformedbyseveralindividualswhohavesimilardutiesthatarerelativelystableandrequiresimilarKSAs.
Eachemployercanuseatleastonemethodtodopaysurvey.Thesemethodsincludetelephone,newspaperandinternet.
Firstly,giveapriceforbenchmarkjobbasedonsurveydata.
Secondly,employercansurveythepayofcomparedjobincomparedcompany,andmakethepayasmarketpay,thenmaketheirpaywhichhigherthan20%ofthemarketpay.
Thirdly,cancollectinformationonbenefit.
Thepayrangeforeachpaygradealsomustbeestablished.Usingthemarketlineasastartingpoint,theemployercandeterminemaximumandminimumpaylevelsforeachpaygradebymakingthemarketlinethemidpointlineofthenewpaystructure.
Paygrade:
Agroupingofindividualjobshavingapproximatelythesamejobworth.
Therearenosetrulestobeusedinestablishingpaygrade,butgenerally,from11to17gradesareusedinsmallcompanies.Byusingpaygrades,managementcandevelopacoordinatedpaysystemwithouthavingtodetermineaseparatepayrateforeachjobintheorganization.Allthejobswithinagradehavethesamerangeofpayregardlessofpoints.
六、Incentiveplans
一、individualemployeeincentive
（1）Pieceworkplans计件工资计划
Asystemofpaybasedonthenumberoftermsprocessedbyeachindividualworkerinaunitoftime,suchasitemsperhouroritemsperday.
根据雇员的单位产量（小时生产量或日生产量）来支付工资的报酬体系。
◆Straightpieceworkplan直接计件工资
◆Standardhourplan标准工时计划
◆Straightpieceworkplan:
Anincentiveplaninwhichapersonispaidasumforeachitemheorshemakesorsells,withastrictproportionalitybetweenresultsandrewards.
以员工生产或销售的单位产品来支付报酬的激励计划，产量与报酬之间存在严格的比例关系。
Advantages
•Simpletocalculateandeasilyunderstoodbyemployee;
•Piece-rateplansappearequitableinprinciple;
•Theirincentivevaluecanbepowerfulsincerewardaredirectlytiedtoperformance;
计件工资率；
显示公平；
Disadvantages
•Employeesconcentrateonoutputandarelesswillingtoconcernthemselveswithmeetingqualitystandardsorswitchingfromjobtojob.工作调动
•Thepieceratemustberevisedwhenanewhourlywagerateappears;
修订
•Whenanattemptismad
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