人力资源薪酬设计方案ppt课件

1、 Copyright Pay & Reward for徐斌 Copyright 設定薪酬結構Developing Salary Structure Copyright 設定薪酬結構之考慮要素Developing Salary Structure- ConsiderationsoBase Pay Policy 根本薪酬政策根本薪酬政策oDecide Competitive Reference Salary o 決定具有競爭性的標準工資決定具有競爭性的標準工資oDecide Salary Ranges 制定工資幅度制定工資幅度oRange Overlap 幅度重疊幅度重疊oSignific

2、ance of Salary Range 工資幅度的重要性工資幅度的重要性oHow many structures? 多少個結構多少個結構?oOvers and Unders高出高出/底於工資幅度底於工資幅度 Copyright 薪薪 酬酬 政政 策策 Compensation Policy$Grade 级级 别别标标 准准 工工 资资ReferenceSalary定下最经济的规范工资以支付公司架构图Define the most economic reference salary to pay for the organization chart建立最少添加幅度之规范工资Establish

3、the smallest possible increase of reference salary Copyright 中國市場數據中國市場數據 Market Data on China - 上海製造業上海製造業 Shanghai Manufacturing WOFE (1)Data as at April 1999050,000100,000150,000200,000250,000300,000350,000400,0004143454749515355575990百分比90th Percentile75百分比75th Percentile中位數Median25百分比25th Perce

4、ntile10百分比10th PercentileRMBPosition Class Copyright 貴公司以及市場比較Your Company vs the Market Comparison050,000100,000150,000200,000250,000300,000350,000400,0004142 4344 4546 4748 4950 5152 5354 5556 5758 5960Your Company TrendlineRegressed 25th PercentileRegressed MedianRegressed 75th Percentile75百分比75t

5、h Percentile中位數Median25百分比25th Percentile貴公司回歸線Your company trendlineRMBPosition Class Copyright 建 立 竞 争 工 资 Develop Competitive Salaries0500001000001500002000002500001234567891011121314151617RMBGradePC41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57Grade or Position Class 一 个 等 级 = 一 个 标 准 工 资One

6、 Grade = One Reference Salary 标 准 工 资 = 竞 争 报 酬 = 招 聘 标 准Reference Salary = Competitive Pay = Recruitment StandardC RG PCRmb4112893421534943182744421756452590146308374736713484370849520375067146517994052951745311330854134899551606045619120657227640 Copyright 利用幅度制定工资架构Develop Salary Structure with R

7、anges050001000015000200002500030000350004000045000abcdeabc = Mid-Point Progression 中点添加率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?GradeRMB Copyright 制定幅度Developi

8、ng Salary Range由中点开场 (或规范工资)Start with Mid-Point (or Reference Salary)决议幅度Decide Range Spread定最低工资Establish Minimum定最高工资Establish Maximum Copyright 定最低工资Establishing Minimum最低MinimumMid-Point 中中点点1 +Range2=(E.g.Rmb 1,0001 +50%2=(Rmb 1,0001.25=Rmb 800=Rmb 1,0001 +50%2(= 1 + (25%)= 1 += 1 + 0.25= 1.25

9、25100幅度 Copyright 定最高工资定最高工资Establishing MaximumEstablishing 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 1 + 50%= 1 + = 1 + (0.5)= 1.550100( Copyright 中点添加率Mid-Point ProgressionGradual逐渐的

10、逐渐的Moderate稳健的稳健的Steep陡斜的陡斜的10%10%15%15%30%30%More grades多级别多级别Less grades少级别少级别 Copyright 幅度重叠Range Overlap (2) How much ? 多少多少一个级别的幅度普通不超越三个其他级别的重叠一个级别的幅度普通不超越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 Copyright 幅度的重要性幅度的重要性Significance of Salary

11、RangeSignificance of Salary RangeQ4Q2Q3Q1中点 = 竞争性工资Mid-Point = Competitive PayMaximum 最高点最高点Minimum 最低点最低点普通期望 = 规范工资Standard Expectation = Reference Salary- Performance 任务表现- Competencies 技艺- Years in service 效力年期 Copyright 多少构造多少构造 How Many Structures? How Many Structures?市场特征Market Characteristics内部平衡Internal