薪酬福利設(shè)計及應(yīng)用培訓(xùn)

薪酬福利設(shè)計及運用培訓(xùn)2024/2/71中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask戰(zhàn)略性薪酬管理2024/2/72中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask步驟一.薪酬調(diào)查(TheSalarySurvey)步驟二.任務(wù)評價(JobEvaluation)步驟三.聚合職位等級(PayGrades)步驟四.評價每個薪酬等級,做薪酬曲線(WageCurves)步驟五.校正薪酬等級(CorrectingoutPayRates)步驟六.構(gòu)成報告(Report/UpdateRegulation)整體解釋:2024/2/73中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask

3/24/2007主題主要內(nèi)容上午9:00-12:00AM一.C&B整體概述二.薪酬調(diào)查職位評估相互認識/課程簡介薪酬管理的六個步驟09:00-9:50小休09:50-10:00薪酬調(diào)查10:00-10:50練習(xí)/小組討論小休10:50-11:00職位評估11:00-11:50練習(xí)/小組討論上午小結(jié)11:50-12:00◎午餐/午休:12:00-2:00PM下午2:00-5:00PM三.C&B政策上午回顧制定C&B的準則2:00-2:50

C&B結(jié)構(gòu)討論小休2:50-3:00

薪酬曲線的制定練習(xí)/小組討論3:00-3:50練習(xí)/小組討論小休3:50-4:00

績效工資4:00-4:50練習(xí)/小組討論

總結(jié)4:50-5:00結(jié)束語5:00PM課程安排:2024/2/74中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask步驟一.薪酬調(diào)查(TheSalarySurvey)作用:主要3個方面1.對比基準職位,檢討公司對應(yīng)職位的價值和差距,包括定義;2.直接以正式與非正式的調(diào)查數(shù)據(jù),比較公司現(xiàn)行的職位及薪酬情況;3.同時對比福利數(shù)據(jù).如:保險/假期等相關(guān)福利.方式:主要2種1.正式:獨立調(diào)查/委托調(diào)查/協(xié)作調(diào)查;2.非正式:/網(wǎng)上/交流.2024/2/75中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask步驟二.任務(wù)評價(JobEvaluation)1.決議職位評價;2.確認付薪要素;3.職位排序,劃分等級;4.職位分類;5.自動化/簡易化.2024/2/76中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask步驟三.聚合職位等級(PayGrades)管理職專業(yè)職其它1總經(jīng)理112副總經(jīng)理333高級經(jīng)理7高級項目經(jīng)理3104經(jīng)理36首席工程師3項目經(jīng)理8475助理經(jīng)理12主任工程師6培訓(xùn)專家2206高級主管22高級工程師12管理顧問1357主管23工程師1221458助理主管12助理工程師65779線長60高級技術(shù)員197910組長80技術(shù)員331032024/2/77中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask步驟四.評價每個薪酬等級,做薪酬曲線(WageCurves)2024/2/78中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask步驟五.校正薪酬等級(CorrectingOutPayRates)薪酬范圍.元等級/級分最低比率線最高比率線薪酬曲線2024/2/79中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask薪酬方式動態(tài)1.技藝工資基本能力績效能力挑戰(zhàn)能力績效結(jié)果特別要求思索要素2024/2/710中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask2.寬帶薪酬(Broadbanding)BandABandB2024/2/711中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask一些網(wǎng)站:供參考SalarywagewebMember.aol/payraisesfuturestep2024/2/712中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask建立全面薪酬福利體系的步驟運營戰(zhàn)略人力資源戰(zhàn)略薪酬理念薪酬福利組成市場比較薪酬福利系統(tǒng)固定薪酬變動薪酬職位分析才干分析關(guān)鍵業(yè)績目確實認崗位評價中心才干專業(yè)才干確認等級架構(gòu)職位基準設(shè)計薪酬構(gòu)造業(yè)績管理系統(tǒng)2024/2/713中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask1.SAS根本薪酬政策案例50P公司背景:(短期戰(zhàn)略安排)1.新建廠;2.廠房1年,同時招聘11名高管技術(shù)人員并培訓(xùn);3.廠房6個月時進展消費線安裝,1年2個月試出產(chǎn)品;4.人數(shù):1.5年300人;5.集中1個客戶,3種產(chǎn)品;6.產(chǎn)值:1.8個億.2024/2/714中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask2.GB高層3年內(nèi)鼓勵案例職位級別職位核心指標(biāo)參考1.正常獎金1.獎金系數(shù),為正常工作月月數(shù).2.獎金額:基本工資×獎金系數(shù).九.廠長.事業(yè)部總監(jiān).業(yè)務(wù)部經(jīng)理.總工程師正常達成績效等級及對應(yīng)獎金系數(shù)ABCDE7/84/5/62/300超額完成KPI利潤達成比例2.特別獎金績效等級及對應(yīng)獎金系數(shù)ABCDE等于或大于200%86400大于150~200%64200大于120~150%321002024/2/715中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask3.AA1電腦部ERP義務(wù)獎案例獎勵對象:經(jīng)理/主管/工程師/程序員;獎勵時間:2001.01--2002.12;每個年末;獎勵金額:5000/8000/15000/30000;項目方式:雙方保密協(xié)議;階段目標(biāo)跟蹤與兌現(xiàn).2024/2/716中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask第一部分什么是薪酬?2024/2/717中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask總薪酬=根本薪酬+鼓勵工資+間接薪酬/福利2024/2/718中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask開發(fā)C&B方案的準那么:1.內(nèi)部相對外部公平;2.固定相對變化的工資;3.個人績效相對團隊貢獻;4.工作相對個體的技能;5.平等關(guān)系相對精英政策;6.市場下限相對市場上限;7.貨幣相對非貨幣獎勵;8.公開支付與保密支付;9.中央控制與非中央控制.2024/2/719中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask薪酬的目的吸引保管鼓勵參與任務(wù)改善組織績效業(yè)務(wù)目的薪酬推進行動2024/2/720中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask薪酬的構(gòu)成根本薪酬固定薪酬現(xiàn)金總收入現(xiàn)金總收入+長期總收入總現(xiàn)金+福利+長期鼓勵現(xiàn)金性津貼短期獎勵2024/2/721中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask第二部分薪酬管理應(yīng)思索的幾個問題2024/2/722中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask建立公司薪酬體系的根本原那么外部薪酬數(shù)據(jù)外部公平個人公平績效管理制度完善制度程序公平職位體系內(nèi)部公平鼓勵2024/2/723中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask案例1.薪酬曲線對比—外部公平2024/2/724中管網(wǎng)通用業(yè)頻道m(xù)ade.21askProposal2:50pSalaryPayingPolicy.案例2.薪酬支付規(guī)范---內(nèi)部公平/程序公平2024/2/725中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask職位/績效和才干將共同影響薪酬職位績效才干薪酬2024/2/726中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask案例一個簡單的職位評價練習(xí)—現(xiàn)場提煉(自我練習(xí))1.職位奉獻2.職位資歷2024/2/727中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask案例要素技能1.知識2.經(jīng)驗3.主動與靈活性體質(zhì)4.體格條件5.心理與視力條件責(zé)任6.設(shè)備或流程7.材料或成品8.其它安全9.其它工作工作條件10.工作條件11.危害狀況一級1422141055555105二級2844282010101010102010三級4266423015151515153015四級5688564020202020204020五級701107050252525252550252024/2/728中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask

職位客服代表行政秘書/行政助理高級秘書秘書高級文員出納員財務(wù)文員文員法律助理高級文書文書采購文員工資管理員打字員文件管理員郵遞文員人事文員接待員分點30029829023022522017517016516012512012011595808060職級54321薪酬范圍500—650450---550425---475390---430350---400案例2024/2/729中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask薪酬實際(一)公平實際內(nèi)部公平個人公平程序公平2024/2/730中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask薪酬實際(二)期望實際:-一定的努力勢必帶來一定的績效(E-P)-一定的績效勢必帶來一定的報答(P-E)2024/2/731中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask薪酬實際(三)獎勵實際:-Employeeslearntobehaveinwaythatgetrewardedandavoidbehaviorthatdoesnotgetrewarded.-員工總是喜歡做那些遭到獎勵的事情,而防止做那些沒有遭到獎勵的事情.2024/2/732中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask薪酬/企業(yè)文化的關(guān)系業(yè)務(wù)戰(zhàn)略任務(wù)文化人力資源系統(tǒng)薪酬系統(tǒng)2024/2/733中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask組織開展階段與薪酬戰(zhàn)略的關(guān)系開始期成熟期更新期基本薪酬獎勵性薪酬開場期成熟期更新期2024/2/734中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask第三部分不同的薪酬體系的比較2024/2/735中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask關(guān)于薪酬的新概念-越來越多的公司將薪酬視為驅(qū)動公司業(yè)務(wù)增長的工具;-傳統(tǒng)的薪酬體系在漸漸地被其它的薪酬體系所取代.2024/2/736中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask關(guān)于薪酬體系-基于職位的薪酬體系-基于績效的薪酬體系.MeritPay.IncentivePayPlan獎勵方案.Earnings-at-RiskPayPlan風(fēng)險薪酬方案-基于技藝的薪酬體系2024/2/737中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask基于職位的薪酬體系-廣泛運用,容易操作-通常用來確定根本工資-容易獲得內(nèi)部和外部平衡2024/2/738中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask基于績效的薪酬體系的方式-一次性獎勵(Yearly)-及時獎勵(Long-ServiceReward,InnovationandAchievement)-個人獎勵-團隊獎勵-利潤分享-銷售分享2024/2/739中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask基于才干的薪酬體系-獎勵員工才干-當(dāng)員工表現(xiàn)出更高才干時,報酬隨之添加-必需建立在才干模型的根底上-難以操作-幅度通常比較寬-需求更多關(guān)注培訓(xùn)-難以獲得內(nèi)部平衡-對那些才干驅(qū)動的行業(yè)有益處2024/2/740中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask基于技藝的薪酬體系系統(tǒng)專家系統(tǒng)技術(shù)員測試技術(shù)員技術(shù)員助理最小最大目的270%RangeSpread2024/2/741中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask不同工資體系的比較市場線根本工資根本工資根本工資MeritIncentiveNOCapIncentive傳統(tǒng)薪酬體系獎勵性體系風(fēng)險性薪酬體系2024/2/742中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask第四部分如何建立薪酬構(gòu)造2024/2/743中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask

基準職位1.客服代表2.出納3.財務(wù)文員4.文書5.打字員25P40040037038033050P50045042539035075P650550475430400平均值495455423394343案例練習(xí)2024/2/744中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask案例練習(xí)2024/2/745中管網(wǎng)通用業(yè)頻道m(xù)ade.21askabcdefg相對崗位價值(薪酬等級)政策線或薪資線薪資(貨幣價值)2024/2/746中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask薪酬構(gòu)造公司績效/個人績效以及市場變化共同決議了個人的薪酬支付和薪酬組合,共同獲得薪酬管理的公平性和鼓勵性團隊績效個人績效市場/政策定位根本薪酬浮動薪酬鼓勵內(nèi)部公平外部公平個人公平程序公平2024/2/747中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask建立薪酬構(gòu)造應(yīng)思索的要素-根本工資政策-決議競爭性的參考性的工資規(guī)范-決議工資幅度-幅度重疊-工資幅度的重要性-多少構(gòu)造2024/2/748中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask決議工資政策(一)-落后政策:規(guī)范工資在年頭相等最近新的市場工資;-領(lǐng)先政策:規(guī)范工資在年頭百分之百領(lǐng)先最近新的市場工資;-落后-領(lǐng)先(妥協(xié))政策:規(guī)范工資在年頭百分之五十領(lǐng)先最近新的市場工資.2024/2/749中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask領(lǐng)先與落后政策.落后.領(lǐng)先.落后/領(lǐng)先12001000800120011008001320110080013201100800年初年中年末2024/2/750中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask決議工資政策(二)能否根據(jù)員工類別區(qū)分工資政策-E.g.-管理層Management-專業(yè)層Professionals-其他員工staff/other-E.g.-管理層Management-技術(shù)效力TechnicalService-行政處Administrative-消費Production2024/2/751中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask案例薪酬數(shù)據(jù)采樣練習(xí)2024/2/752中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask規(guī)范工資中位值工資級別25P75P薪酬政策市場數(shù)據(jù)2024/2/753中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask市場數(shù)據(jù)PositionClassNo.ofObs.Yr.ofExp.Regressed10PRegressed25PRegressedMedianRegressed75PRegressed90PActualMeanActualMedian415312,32913,80615,62820,16427,75915,50916,6064217314,07715,92518,27223,38331,76819,04420,0564341616,07318,36921,36327,11636,35622,11423,4004432618,35221,18924,97831,44541,60723,80324,2984547820,59424,44129,20336,46547,61529,90430,0004646623,92428,19234,14442,28654,49232,68533,1614759527,31632,51939,92149,03662,36243,13143,6804858431,18937,51046,67556,86571,36848,46748,9424959535,61143,26754,57165,94281,67658,32558,2565054540,66049,90863,80476,47093,47154,82155,5665164546,42557,56874,59988,677106,97159,26858,6005259453,00766,40487,219102,834122,41974,53573,4105357560,52276,596101,975119,250140,09996,64597,1365428569,10388,352119,228138,287160,333113,331104,2505539678,900101,913139,399160,364183,488129,435124,8005623690,087117,555162,984185,964209,988185,869162,50057108102,859135,598190,558215,652240,315226,892212,07958129117,443156,410222,797250,079275,022245,599215,61559415134,094180,416260,490290,002314,741254,505255,07560210153,105208,108304,561336,298360,196443,284443,2842024/2/754中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask公司與市場數(shù)據(jù)比較2024/2/755中管網(wǎng)通用業(yè)頻道m(xù)ade.21askMarketDataDeviationFromPositionClassCompanyTrendlineRegressed25PRegressedMedianRegressed75PP25P50P754114,52613,80615,62820,1645%-7%-28%4217,02315,92518,27223,3837%-7%-27%4319,94918,36921,36327,1169%-7%-26%4423,37821,18924,97831,44510%-6%-26%4527,39724,44129,20336,46512%-6%-25%4632,10728,19234,14442,28614%-6%-24%4737,62632,51939,92149,03616%-6%-23%4844,09437,51046,67556,86518%-6%-22%4951,67343,26754,57165,94219%-5%-22%5060,55649,90863,80476,47021%-5%-21%5170,96557,56874,59988,67723%-5%-20%5283,16466,40487,219102,83425%-5%-19%5397,46076,596101,975119,25027%-4%-18%54114,21388,352119,228138,28729%-4%-17%55133,846101,913139,399160,36431%-4%-17%56156,854117,555162,984185,96433%-4%-16%57183,818135,598190,558215,65236%-4%-15%58215,416156,410222,797250,07938%-3%-14%59252,445180,416260,490290,00240%-3%-13%60295,840208,108304,561336,29842%-3%-12%公司與市場比較2024/2/756中管網(wǎng)通用業(yè)頻道m(xù)ade.21askCRGPCRMB4112893421534943182744421756452590146308374736713484370849520375067146517994052951745311330854134899551606045619120657227640一個等級=一個規(guī)范工資規(guī)范工資=競爭報酬=招聘規(guī)范決議競爭性的工資程度2024/2/757中管網(wǎng)通用業(yè)頻道m(xù)ade.21aska1a2a1-a2b1-b2c1-c2=RangeSpread幅度abc=Mid-PointProgression中點添加率決議工資等級GradeRMBa1a22024/2/758中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask設(shè)定工資幅度-由中點開場(或規(guī)范工資)-決議工資幅度-定最低工資-定最高工資2024/2/759中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask最小值最低=Mid-Point中點1+()Range幅度2E.g=RMB10001+()50%2=8002024/2/760中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask最大值最高=最小

(1+Range)=800

(1+50%)=12002024/2/761中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask案例薪酬幅度政策=RangeSpread幅度2024/2/762中管網(wǎng)通用業(yè)頻道m(xù)ade.21aska1a2a1-a2b1-b2c1-c2=RangeSpread幅度abc=Mid-PointProgression中點添加率決議工資等級GradeRMBa1a22024/2/763中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask中點添加率多級別MoreGrade少級別LessGrade10%15%30%逐漸的Gradual陡斜的Steep穩(wěn)健的Moderate2024/2/764中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask幅度重疊80010001200沒有重疊每提升,添加50%8001000120080010001200大部重疊每提升,添加12.5%適度重疊每提升,添加25%120015001800180022502700900100011251250015001000125012501563150018752024/2/765中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask幅度重疊一個級別的幅度普通不超越三個其它級別的重疊2024/2/766中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask工資幅度的重要性普通期望=規(guī)范工資StandardExpectation=ReferenceSalary-任務(wù)表現(xiàn)Performance-技藝Competencies-效力年限YearsinserviceQ1Q2Q3Q4最高點Maximum中點=競爭性工資Mid-point=CompetitivePay最低點Minimum2024/2/767中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask多少構(gòu)造-市場特征MarketCharacteristics-內(nèi)部平衡InternalEquity-外部競爭力ExternalCompetitiveness-管理概念ManagementPhilosophy2024/2/768中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask高或低規(guī)范工資ReferenceSalary中值遞進Mid-pointprogression用什么戰(zhàn)略?等級GradesS2024/2/769中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask第五部分個人工資2024/2/770中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask決議個人工資-根據(jù)表現(xiàn)BasedonPerformance-根據(jù)技藝Basedoncompetencies-根據(jù)工資幅度Basedonsalaryinrange-根據(jù)年資Basedonseniority-酌情處置Discretionary.2024/2/771中管網(wǎng)通用業(yè)頻道m(xù)ade.21askPositionClassNumberofEmployeeMarketMedianCurrentMid-PointMid-pointProgressionNewMinimumNewMid-pointNewMaximumCurrentActualpayCom-RatioNewActualpayadjustment4211069197501385531069113364122591.2613482118743112065110181396651208115101133411.21146281287441136151245013109211365117064144751.16158711396451153641406813123411542619283157061.12172221516461173381589713139451743121789170411.07186851644471195661796413157581969724621184901.03202741784481220802029913178062225827823200620.99219981936491249172293813201222515231440217680.95238692101501281192592013227372842135526236190.91258982279511317322980815261483268540859256270.86281002473521358093427915300703758746984278060.81304892683531404103942115345804322554031301700.77330812911541456034533415397674970962136327350.72358943159TotalAdjustmentAdjustment%

273,13526,3589.65%市場工資調(diào)整2024/2/772中管網(wǎng)通用業(yè)頻道m(xù)ade.21askCurrentActualPayCurrentMid-pointMarketMedian工資定位(1)NewMid-point2024/2/773中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask根據(jù)人才類型確定了不同的薪酬定位:1.普通職員〔43級—47級〕：人才市場供應(yīng)量較大，薪資要求不高,公司對于崗位的要求不高；市場定薪原那么：低風(fēng)險，低報答；薪酬定位：目的市場一的50P—60P2.中層經(jīng)理及專業(yè)類職員〔48級—57級〕：公司對此類人才的崗位要求較高，人才市場競爭較強，個人薪資要求較高，是公司需求吸引和保管的人才市場定薪原那么：中偏高風(fēng)險，中偏高報答。薪酬定位：目的市場一的70--80P3.高層經(jīng)理〔58級—61級〕：崗位對公司的影響艱苦，公司對崗位的要求很高，人才市場緊缺，很難找到適宜的人才,是公司需求重點保管和鼓勵的人才；市場定薪原那么：高風(fēng)險，高報答。薪酬定位：目的市場一的80P—90P工資定位(2)2024/2/774中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask工資調(diào)整PositionClassNumberofEmployeeMarketMedianCurrentMid-PointMid-pointProgressionNewMinimumNewMid-pointNewMaximumCurrentActualpayCom-RatioNewActualpayadjustment4211069197501385531069113364122591.2612259043112065110181396651208115101133411.21133410441136151245013109211365117064144751.16144750451153641406813123411542619283157061.12157060461173381589713139451743121789170411.07170410471195661796413157581969724621184901.03184900481220802029913178062225827823200620.99219981936491249172293813201222515231440217680.95238692101501281192592013227372842135526236190.91258982279511317322980815261483268540859256270.86281002473521358093427915300703758746984278060.81304892683531404103942115345804322554031301700.77330812911541456034533415397674970962136327350.72358943159TotalAdjustmentAdjustment%

273,13517,5436.42%2024/2/775中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask加薪預(yù)算的分配2024/2/776中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask舉例:加薪預(yù)算為10%-從表現(xiàn)區(qū)分Differentiatebyperformanceonly-從表現(xiàn)以及職位幅度區(qū)分Differentiatebyperformanceandpositionrange-從技藝區(qū)分Differentiatebycompetency-從技藝以及職位幅度區(qū)分Differentiatebycompetencyandpositioninrange2024/2/777中管網(wǎng)通用業(yè)頻道m(xù)ade.21askRating#incategory%incategorySalary%SalaryinCategory%inIncreaseGuideline%Salaryx%Increase51315.614,600181.50x27.00x43744.635,065431.25x53.75x32934.926,900331.0x33.00x244.84,54160.75x4.5x100000081,106118.25x從表現(xiàn)區(qū)分百分之之十的預(yù)算.10%BudgetByDesign-以任務(wù)分配作于比重百分比添加2024/2/778中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask從表現(xiàn)區(qū)分118.25x=10%,那么x=8.46%比率Rating工資分額百分增加%SalaryinCategory百分比增加指引%IncreaseGuideline當(dāng)x=8.46%之百分比增加%IncreasewhenX=8.46%5181.50x12.694431.25x10.583331.0x8.46260.75x6.3510002024/2/779中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask從表現(xiàn)及職位幅度區(qū)分職位按幅度衡量方法ThirdsQuartilesQuintilesMinMinMinMaxMaxMax1st1st1st2nd3rd2nd3rd4th2nd3rd4th5th0.801.200.801.200.801.20Mdpt.Mdpt.Mdpt.0.931.060.901.001.100.880.961.041.121.2-0.8=0.431/3=0.131.2-0.8=0.441/4=0.11.2-0.8=0.451/5=0.082024/2/780中管網(wǎng)通用業(yè)頻道m(xù)ade.21askCompa-RatioPerformanceRating0.930.350.94–1.060.491.070.1650.1840.4330.3320.0610如何做到%ofsalaryinthisthirdofsalaryrange%ofsalaryInthisPerformanceRatingcategory2024/2/781中管網(wǎng)通用業(yè)頻道m(xù)ade.21askCompa-RatioPerformanceRating0.930.350.94–1.060.491.070.1650.182.5x16%2x13%1.5x9.8%40.432x13%1.5x9.8%1x6.5%30.331.6x10.4%1.2x7.8%0.8x5.2%20.061.4x9.1%1x6.5%0.6x3.9%1

000從表現(xiàn)及職位幅度區(qū)分0.158+0.176+0.043=0.377x0.301+0.316+0.069=0.6860.185+0.194+0.042=0.4210.029+0.029+0.006=0.0641.549x=10%.x=6.5%2024/2/782中管網(wǎng)通用業(yè)頻道m(xù)ade.21askCompa-RatioPerformanceRating0.930.350.94–1.060.491.070.1650.181.0171.1390.27940.431.9442.0410.44430.331.1931.2530.27320.060.1900.1900.0371000

4.3444.6231.033Payoutbydesign=10%Budget=10%TestofAccuracyfor10%budgetbydesign從表現(xiàn)及職位幅度區(qū)分2024/2/783中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask第七部分短期獎勵方案2024/2/784中管網(wǎng)通用業(yè)頻道m(xù)ade.21ask為什么運用獎勵性薪酬-強化文化的改革.ReinforcesCulturalChange;-使薪酬與公司業(yè)績掛鉤.AlignsPaywithbusinessresults;-抑制特權(quán)的心態(tài).SuppressesEntitlementmentality;-鼓勵員工.Encouragesemployeestake-holder-ship;-與員工溝通價值觀.Communicatesvaluestoemployee;-留意員工活動.