新酬管理工具和技术英文2.pptx

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HayPointRange
UpperQuartile(Q3)SalaryFormula
200-300
*HP-1648
301-400
*HP-7845
401-500
*HP-19,893
501-600
*HP-10,140
601-700
*HP-21,145
701-800
*HP-3029
Internal
equity
External
equity
Employee
equity
Administration
Concepts
CompensationTechniques
Planning,Budgeting,Monitoring,Evaluating
Job
Analysis
Job
Description
Job
Evaluation
Job
Grades
Market
Definitions
Salary
Surveys
Policy
Lines
Pay
Structures
Seniority
Increases
Performance
Evaluation
Increase
Guidelines
CompensationObjectives
Roleclarityandaccountability.
Facilitatesadministrationand
performancemanagement.
Competitivewagepoliciesand
practices.
Influenceemployees’work
attitudesandbehaviour.
Attracttalents.
Retaintalents.
Motivateemployees.
Complywithregulations.
Consistencyinpolicy
administration.
TheStrategicCompensationModel
CompensationManagement
Thefundamentalsofsalaryadministration
Salaryadministrationisconcernedwithdecidinghowandwhatstaffshouldbepaidandwiththetechniquesandproceduresfordesigningandmaintainingsalarystructures,rewardingstaffandexercisingsalarycontrol.
AimsOfSalaryAdministration
Thebasicaimsofsalaryadministrationaretoattract,retainandmotivatestaffbydevelopingandmaintainingacompetitiveandequitablesalarystructure.
Toensurethatasufficientnumberofsuitablestaffisattractedtojointheorganization;
Toencouragesuitablestafftoremainwiththeorganization;
Todevelopandmaintainalogicalsalarystructurewhichachievesequityinthepayforjobsofsimilarresponsibilityandconsistencyinthedifferentialsbetweenjobsinaccordancewiththeirrelativevalues;
Toensurethatsalarylevelsmatchmarketrates;
Tokeepthesalarylevelsadjustedinlinewithincreasesinthecostofliving;
AimsOfSalaryAdministration
Tomaintainconsistencyinmethodsusedtofixandreviewsalarylevelsanddifferentials;
Toprovideforprogressionwithinthesalarystructureinaccordancewithperformanceandlevelofresponsibility;
Tooperatethesalarysystemfairlyandconvincethestaffthatthesystemisfair;
Tomaintainaflexiblesalarysystemwhichwillaccommodatechangesinthemarketratesfordifferentskillsandinthecompany’sorganizationstructure;
Toachievesimplicityinoperationsasanaidtostaffunderstandingandtominimizeadministrativeeffort;
Tooperateeffectivesystemsofcontrollingsalarycostsandtheadministrativeproceduresrequiredtoachievetheaboveaimsattheleastcosttotheorganization.
ComponentsOfSalaryAdministration
,salaryadministrationisconcernedwith:
Thedesignandmaintenanceofsalarystructures;
Theoperationofsalaryprogressionsystems;
Theadministrationandcontrolofsalaryreviews;
Thedesignandoperationofbonusschemes;
Theprovisionofemployeebenefitsandotherallowances;
Thedevelopmentofatotalremunerationpolicy.
CompensationToolsandTechniques
PayStructure
SalaryStructure
PerformanceRelatedPay
MeritPaymentScheme
IncentiveScheme
BenefitPolicies
SalaryReviewGuidelines
Compa-ratio
SalaryProblems
CriteriaforPayStructures
Beappropriatetotheneedsoftheorganization,intermsofits:
-culture,sizeandthedegreeinwhichchangestakeplace
-needforflexibility
-typeandlevelofemployeestobecovered
Beflexibleinresponsetointernalandexternalpressures,especiallythoserelatedtomarketratesandskillshortages.
Providescopeforrewardinghigh-flyerswhilestillprovidingappropriaterewardsforthemajorityofemployees.
Ensurethatrewardsaregiveninlinewithperformancesandachievements.
Provideabasisforcareerplanningwhichwillmotivateambitiousemployeeswithhighpotential.
Facilitateconsistencyinthetreatmentofvaryinglevelsofresponsibilityandperformance.
GradedSalaryStructures
Alljobsareallocatedintosalarygradewithinthestructureonthebasisofanassessmentoftheirinternalandexternalvaluetotheorganization.
Eachsalarygradeconsistsofasalaryrangeorband.
Thejobsallocatedtoasalarygradeareassumedtobebroadlyofthesamelevel–normallythesameminimumandmaximumrates,whichcorrespondwithgradeboundaries.
GradedSalaryStructures
Atypicalgradedstructureconsistsofasequenceofsalarygradesorranges,,althoughactualsalariesearnedbyindividualswilldependontheirperformanceorlengthofservice.
.