人力资源薪酬设计方案.ppt
,Pay&Reward for,徐斌,設定薪酬結構Developing Salary Structure,設定薪酬結構之考慮因素Developing Salary Structure-Considerations,Base Pay Policy 基本薪酬政策Decide Competitive Reference Salary 決定具有競爭性的標準工資Decide Salary Ranges 制定工資幅度Range Overlap 幅度重疊Significance of Salary Range 工資幅度的重要性How many structures?多少個結構?Overs and Unders高出/底於工資幅度,薪 酬 政 策 Compensation Policy,$,Grade 级 别,标 准 工 资ReferenceSalary,定下最经济的标准工资以支付公司架构图Define the most economic reference salary to pay for the organization chart建立最少增加幅度之标准工资Establish the smallest possible increase of reference salary,中國市場數據 Market Data on China-上海製造業 Shanghai Manufacturing WOFE(1)Data as at April 1999,90百分比90th Percentile,75百分比75th Percentile,中位數Median,25百分比25th Percentile,10百分比10th Percentile,RMB,Position Class,貴公司以及市場比較Your Company vs the Market Comparison,75百分比75th Percentile,中位數Median,25百分比25th Percentile,貴公司回歸線Your company trendline,RMB,Position Class,建 立 竞 争 工 资 Develop Competitive Salaries,RMB,GradePC,41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57,Grade or Position Class,一 个 等 级=一 个 标 准 工 资One Grade=One Reference Salary 标 准 工 资=竞 争 报 酬=招 聘 标 准Reference Salary=Competitive Pay=Recruitment Standard,利用幅度制定工资架构Develop Salary Structure with Ranges,abc=Mid-Point Progression 中点增加率a1-a2=b1-b2=Range Spread 幅度c1-c2=,Question:How much should be the mid-point progression(%)between grades?How wide should the ranges be?How much should the range overlap?,RMB,制定幅度Developing Salary Range,由中点开始(或标准工资)Start with Mid-Point(or Reference Salary)决定幅度Decide Range Spread定最低工资Establish Minimum定最高工资Establish Maximum,定最低工资Establishing Minimum,最低Minimum,Mid-Point 中点,1+,Range,2,=,(,(,幅度,定最高工资Establishing Maximum,最高最低 幅度Maximum=Minimum x(1+Range)=Rmb 800 x(1+50%)=Rmb 800 x 1.5=Rmb 1,200幅度 Range=Minimum Rmb 800 最低Mid-Point Rmb 1,000 中点Maximum Rmb 1,200 最高,中点增加率Mid-Point Progression,Gradual逐渐的,Moderate稳健的,Steep陡斜的,10%,10%,15%,15%,30%,30%,More grades多级别,Less grades少级别,幅度重叠Range Overlap(2),How much?多少一个级别的幅度一般不超过三个其他级别的重叠The range span of any one grade should not overlap much more than three other grades,幅度的重要性Significance of Salary Range,Q4,Q2,Q3,Q1,中点=竞争性工资Mid-Point=Competitive Pay,Maximum 最高点,Minimum 最低点,一般期望=标准工资Standard Expectation=Reference Salary-Performance 工作表现-Competencies 技能-Years in service 服务年期,多少结构 How Many Structures?,市场特色Market Characteristics内部平衡Internal Equity外部竞争力External Competitiveness管理概念Management Philosophy,$,中值前进mid-point progression,Reference Salary,标准工资,超过/低过 工资幅度Overs and Unders,用什么策略?What Strategies?,
