薪酬回归曲线

专题：薪酬回归曲线级别薪资股票（“F拿完）PS15W-25W无P620W-35W无P7

30W-50W

2400股P8

45W-80W

6400股P980W-100W16000股PlO公司级别级别级别Base(months)Bonus(months)阿里巴巴P7P8P9l33~6百度T6T7T8+122.6+腾讯T2.3-T3.lT3.2-T3.3T4+141~3，具体看业务线宽带薪酬的几种情况高度重叠部分重叠无重叠混合重叠AnalysisTY

vs

LYATC

MIDATC

MIDPr'ssionRangeP25

vs

P50P50

vs

P75P25

vs

P75薪资级别

MIN

MID

MAX

幅宽

重叠率

级间距-9%34%25%67%-8%21%33%25%67%59021,128

1,35450%-8%21%33%26%67%-7%21%32%26%66%-7%21%31%26%66%671,03

1,294

1,555

31,19

1,490

1,782

850%50%62%61%15%15%-6%21%31%26%66%-6%21%30%27%65%-5%21%30%27%65%-4%21%29%27%64%-4%21%29%27%64%-3%21%28%27%64%891,36

1,701

2,041

11,67

2,099

2,519

950%50%63%43%14%23%-3%21%28%28%63%-2%21%28%28%63%-2%21%27%28%63%-1%21%27%28%63%0%21%26%28%62%0%21%26%29%62%1%21%25%29%62%1%21%25%29%61%2%21%25%29%61%3%21%24%29%61%3%21%24%30%61%21%24%30%60%Latest

Market

Raw

DataMarketGradeAnnual

Basic

Salary

(ABS)Annual

Guaranteed

Cash

(AGC)Annual

Total

Cash

(ATC)P25P50P75P25P50P75P25P50P754010,78615,15019,44011,79515,80819,99414,54519,45324,3554113,10618,27523,40814,29719,08824,13917,61023,44729,4154215,92222,04528,18717,32923,04729,14321,31828,26235,5244319,34026,59233,94321,00127,82835,18525,80434,06542,9004423,48932,07840,87625,44933,60042,47831,23241,05951,8064528,52338,69549,22730,83740,57051,28537,79849,49062,5584634,63046,67659,28737,36348,98561,91645,74059,65375,5394742,04056,30571,40445,26759,14774,75355,34671,90191,2094851,02867,91986,00154,83871,41690,25066,96486,665110,1274961,93181,930103,58666,42986,230108,96081,015104,461132,9635075,15398,830124,77080,464104,117131,55098,007125,910160,5285191,187119,216150,29097,459125,714158,824118,553151,764193,80352110,629143,808181,036118,036151,791191,752143,397182,927233,96753134,203173,473218,077142,950183,278231,508173,436220,488282,44754162,782209,256262,704173,112221,296279,506209,754265,762340,96255197,428252,422316,471209,626267,200337,456253,662320,333411,58856239,423304,491381,251253,830322,626407,422306,742386,108496,83057290,325367,301459,303307,339389,550491,895370,909465,390599,71158352,016443,067553,346372,110470,356593,883448,473560,951723,87759426,779534,462666,659450,511567,924717,018542,228676,134873,73060517,377644,711803,193545,405685,731865,685655,550814,9691,054,58061627,155777,701967,709660,259827,9751,045,177792,515982,3111,272,83562760,165938,1241,165,945799,265999,7251,261,887958,0501,184,0141,536,227一个优秀的宽带薪酬曲线050,000100,000150,000200,000250,000300,000350,000400,000450,000123456789101112131、平滑曲线2、级别越高越陡（高级别级差大）3、级别越高级别跨度越大4、级别间有重叠5、R方值合适各职级薪酬中点值取样与调整序号岗位名称评估得分职级取样调整1文员1301300041002出纳2122636749003行政专员21624经理助理22025商务文案2613674457006系统支持岗27137成本会计27438软件工程师2984657467009人事管理岗305410主管会计34157250800011办事处主任347512客户经理350513服务部副经理386610112940014人事经理4257112051100015技术部经理436717服务部经理439718营销部经理4738119141300019…………………………各职级薪酬中点值取样与调整（续）Y的值=3498.7*exp（0.1642*X）y

=34R9²8.=7e0.1642x0.83491400012000100008000600040002000

00

0圈中数据——点击插入散点图（第一个）——点中图中散点——添加趋势线——选择线性/指数——勾选显示公式、显示R平方值123456789指数线职级取样中点值线性调整1：Y=1159.1*X+2679.6指数调整2：Y=3498.7*（e~0.1642*X）取整（=round（待取整数值/100，0）*100130003838.74123.042954100263674997.84858.7998894900367446156.95725.85263957004657473166747.6309376700572508475.17951.74555380006101129634.29370.7344940071120510793.311042.941781100081191411952.413013.5545413000y

=1159.1x

+2679R.6²

=0.91311400012000100008000600040002000

0123456789线性线档差设计——宽带薪酬设计（一）取整公式=ROUND(A÷10,0)×10不等比的档差档差比：

8%比例型档差设计：等比的档差档差比：

10%薪档123456789档差比工资4190452548875278570061566648718077558%取整419045204890528057006160665071807750薪档123456789档差比工资41904525488752785700627068977586.78345.37档差设计——宽带薪酬设计（二）档差的设计取决于档差的数量、档差、职级薪酬的最大值和最小值：差额档差、比例档差差额型档差设计：等额的档差1、等级的最小值=中点值÷（1+宽幅/2）2、等级的最大值=最小值×（1+宽幅）档差额：

407档差额：

500不等额的档差3、档差=（最大值-最小值）/（档位数-1）薪档123456789宽幅工资4071447948865293570061076514692173290.8薪档123456789宽幅工资407144794886529357006200670072007700薪酬矩阵表（等级工资表）示例1档2档3档4档5档6档7档8挡9档1级1900222525502875320035253850417545002级2600300034003800420046005000540058003级3900430047005100550059006300670071004级5000550060006500700075008000850090005级5600640072008000880096001040011200120006级7800860094001020011000118001260013400142007级920010400116001280014000152001640017600188008级1100012500140001550017000185002000021500230009级138001560017400182002100022800246002640028200宽带薪酬设计中重要相关术语acbdfeg政策线或薪酬线a:

某等级最大值b:

某等级最小值a-b:

带宽/层宽c-d:

相邻等级的重叠e,f,g:

某等级中位值薪酬幅宽代表了在该等级上，员工薪酬变动的范围公式：（该等级薪酬最高值－该等级最低值）/该等级最低值一般来说，薪酬等级越高的薪酬幅宽越大。因为较高等级的职位晋升难度加大，需要较大的薪酬变动幅度来认可员工的贡献等级(相对岗位价值)相邻两个薪资等级的重叠情况。主要是由每一薪等基准岗位之市场水平所決定的。重叠度从某种程度上能够反映公司的薪资战略及价值取向。一般说来，低等级之间重叠度较高，等级越高重叠度越低中位值级差：反映了等级递进的增加率。一般说来，低等级之间级差较小，等级越高级差越大；公式:(f-e)/e薪资(货币价值)等级(相对岗位价值)灵活的薪酬体系计提比例档差薪酬区间固定、浮动部分比例级差薪值宽带薪酬通过以下六大调控工具来激励和引导员工共同实现企业的战略目标薪酬矩阵图将形象的解释企业薪酬理念岗位差异能力差异绩效差异市场差异薪酬政级别市场参照级差带宽重叠度1档2档3档4档5档6档7档绩效比例人数1475P28%86%61%619,280707,750796,220884,690973,1601,061,6301,150,1004：611375P28%86%61%482,780551,750620,720689,690758,660827,620896,5905：631275P28%86%61%376,370430,130483,900537,670591,430645,200698,9705：511175P28%86%61%293,410335,320377,240419,150461,070502,980544,9005：521050P28%86%61%228,730261,410294,090326,760359,440392,120424,7906：49950P28%86%61%178,320203,790229,260254,740280,210305,690331,1606：498750P50P28%28%86%86%61%61%139,010108,370158,870123,850178,730139,330198,590154,820218,450170,300238,310185,780258,170201,2607：37：339650P28%86%61%84,48096,550108,620120,690132,760144,830156,9007：34525P28%86%61%65,86075,27084,68094,090103,500112,910