全面薪酬管理的资料(1)

ElliotR.Susseles,SeniorVicePresidentTheSegalCompanySeptember17,2004Copyright©2004byTheSegalGroup,Inc.,theparentofTheSegalCompany.Allrightsreserved.“QuantifyingTotalCompensation”Lackofunderstandingoftotalcompensationcosts(amongemployersandemployees)Needtocommunicateandeducateemployeesonallthecompensationthattheyreceive(notjustsalary)2PolicyQuestionsIsyourtotalcompensationstructure:Competitivewiththemarket?Alignedwithyourstrategicplan?Alignedwithyouremployees’values?DefiningTotalCompensationEmployees’PerceptionsandValuesQuantifyingTotalCompensationCaseStudy—StateofArizonaDiscussionOutline4DefiningTotalCompensationIMPORTANTQUESTIONS1)Whatisthetruecostofyourtotalcompensation?2)Whatimpactdoeseachelementhaveonsatisfaction,retention,andrecruitment?3)Whatarethestrengthsandweaknessesofyourtotalcompensationstructure?EmployeeValuePropositionCompensationAffiliationWorkContentCareerBenefitsOrganizationcommitmentOrganizationsupportWorkenvironmentOrganizationcitizenshipTitleBasesalaryIncentivesCashrecognitionPremiumpayPayprocessBenefitsNon-cashrecognitionPerquisitesAdvancementPersonalgrowthTrainingEmploymentsecurityVarietyChallengeAutonomyMeaningfulnessFeedback5FinancialElementsofTotalCompensationBasepayOvertimecostsPaydifferentialsPaidtimeoffHealthandRxbenefitsDentalandvisionbenefitsLifeanddisabilityinsuranceRetirementbenefits(includingSocialSecurityandretireehealth)OtherbenefitcostsTotalcompensationcalculationsassessallthefinancialcostsofprovidingcompensationandbenefitstotheworkforce.DirectFinancialIndirectFinancial6FinancialElementsofTotalCompensation•Basepay•Overtime•Paydifferentials•Paidtimeoff•HealthandRxinsurance•DentalandVisioncoverage•LifeandDisabilityinsurance•Retirementbenefits•OtherbenefitsDirectFinancialIndirectFinancialDefiningTotalCompensationEmployees’PerceptionsandValuesQuantifyingTotalCompensationCaseStudy—StateofArizonaDiscussionOutline8Employees’PerceptionsandValuesDoesyourtotalcompensationstructuresupport…?EmployeeSatisfactionLoyaltyandCommitmentSuccessfulRecruitmentWhichelementsoftotalcompensationaremostimportanttoyouremployees?PrioritiesmaychangewithageandfamilystatusEveryemployerhasauniqueworkforceThemarketmaynotreflectwhatyouremployeesneedandcareabout.9Employees’PerceptionsandValuesEmployeeswithaworkingspousemayviewhealthinsuranceaslessvaluablethanpayincreasesorotherbenefitsEmployeeswithoutchildrenmayseelittlevalueinchild-relatedbenefits(dependentcoverage,529plans,orthodontiaplan)Employeesinsingle-incomehouseholdsmayviewjobsecurityasmoreimportantthanpayorbenefitsEmployeesage45andaboveareusuallymorefocusedonretirementbenefitscomparedtoyoungeremployees10Employees’PerceptionsandValuesForexample,oneemployeesurveyconductedinaCountyGovernmentinColoradorevealedthat…42%ofemployeeshaveaccesstohealthinsurancethroughtheirspouse50%havechildrenlivingathome(14%withkidsunderage6)49%areinsingle-incomehouseholds(22%aresingleparents)49%areage45orolderEmployeesatdifferentlifestageswillvalueeachcomponentoftotalcompensationdifferently.11TheMarketMayNotReflectWhatYourEmployeesValueYourcurrenttotalcompensationstructureThe“marketaverage”totalcompensationstructureWhatYourEmployeesValueDefiningTotalCompensationEmployees’PerceptionsandValuesQuantifyingTotalCompensationCaseStudy—StateofArizonaDiscussionOutline13InformationNeeded—DirectFinancialBasepayratesforrepresentativebenchmarkjobsEstimatedovertimecosts(mandatoryanddiscretionary)Additionstopay(differentials,bonuses,awards,etc.)Numberofpaiddaysoff(holidays,sickleave,vacation)DirectFinancial14InformationNeeded—DirectFinancialcontinuedSelectbenchmarkjobsthatrepresenttheentireworkforceDepartmentsOccupationalgroupsHierarchy/gradelevelsDetermineaconsistentbasisforcomparingpayPayrangeminimum,midpoint,ormaximumCurrentactualaveragesalariesCommondefinitionoftheworkweekEstimateannualovertimepayments(mandatoryanddiscretionary)CalculateannualpaymentsforotherdirectcompensationAllowances/differentialsCertificationpayoreducationincentivesPerformanceawardsandbonusesTemporarymarketadjustments15InformationNeeded—DirectFinancialcontinuedForexample:BenchmarkJobsAverageCurrentBaseSalaryAnnualAverageOTAverageBonusTotalAccountantII$43,000$—$3,000$46,000AdminAsstI$22,000$6,000$—$28,000………………………………………ZookeeperManager$55,000$—$—$55,000Average$40,000$2,000$1,000$43,00016InformationNeeded—IndirectFinancialEmployercontributionratestohealth,Rx,dental,etc.Enrollmentdatabyplanandcoverage(HMO/PPO,single/family)Ratesforemployer-paidlifeanddisabilityinsuranceRetirementplanandretireehealthcontributionratesSocialsecurityandothermandatedcontributionsOtherbenefitspaidbyemployerIndirectFinancial17MethodsofCollectingMarketDataPublishedDataSourcesAdvantagesCanbelesscostlyCanbelesstimeconsumingDisadvantagesMaybeout-of-dateJobmatchesarelesscertainMaynotcontaindatafordesiredemployers,markets,jobs,locationsCustomizedSurveysAdvantagesCanobtaindesireddataspecifictocertainempl