报酬制度：形式、基础、及报酬的分布

1報酬制度：形式、基礎、及報酬的分佈•除了績效外，還有哪些因素可以作為制訂薪資的依據？•何種因素決定薪資的水準、基礎、分佈、及形式？•報酬在組織內的分佈情形是否應該完全讓員工知悉？2薪資報償的基礎：工作、職位、技能、及年資。•一般公司如何訂定薪資的水準？先參考同類工作的一般行情，再根據公司的經驗做少許的調整。如果沒有人來應徵，公司可能會將薪酬調高。如果很多人來應徵，公司可能會調低起薪，或者致少不做調整。有時公司會為了增加招募的應徵人數或減低流動率，會刻意將薪資調高，實施效率薪資(efficiencywage)。如果有工會的壓力，則公司會與工會進行協商。以上程序似乎遵循供需法則。3薪資報償的基礎：工作、職位、技能、及年資。•HayPointsandJobEvaluation薪點制及工作評估。•地位基礎。•年資基礎。•技能、知識基礎。4薪資報償的基礎：工作、職位、技能、及年資。JobEvaluationSkill-basedCompetencies-basedWhatisvaluedCompensablefactorsSkillblocksCompetenciesQuantifythevalueFactordegreeweightsSkilllevelsCompetencieslevelsMechanismstotranslateintopayAssignpointsthatreflectcriterionpaystructureCertificationandmarketpricingCertificationandmarketpricing5薪資報償的基礎：工作、職位、技能、及年資。•Job-basedstructurestellworkersthatperformingjobsthataddgreatervaluetotheorganizationisthewaytoadvanceandincreasepay•Astructurebasedonskills/competenciessignalstoemployeesthatadvancementcoupledwithpayincreasesdependsoncontinuouslylearningrelevantinformation•Thecompetencieslieswithintheperson,nottheworkitself6Threemajorphasesofpay-settingprocess:Identifyingahierarchyofjobsbyworth,usingsomekindofajobevaluationmethodology.Investigatingthemarketplacetoidentifywhatotherorganizationsarepayingworkersincomparablejobs.Combiningjobworthdataandmarketdatainsomeuniquemannerthatresultsinanorganizationalpaystructure.JobEvaluationSurveyingmarketpayDesigningapaystructure7JobEvaluation:•Theprocessinwhichtheorganizationdecidestherelativeinternalworthrelationshipsofjobs.•Worthrelatestotheimportanceofthejoboritscontributiontotheoverallattainmentofthegoalsandobjectivesoftheorganization.8JobEvaluation:•Q:Theusualendresultofjobevaluationisahierarchyofjobsorgroupsofjobsintheorganizations.Shouldthesehierarchiesbebasedonthejobs’content,theirvalueoronsomecombinationofit?•Q:Docompetenciestakeonvaluebyvirtueoftheirinternalfitwiththemissionoftheorganization,bytheirvalueintheexternalmarket,orbysomecombination?•Q:Isjobevaluationameasurementormerelyaproceduretoestablishconsensus?9PointMethodEachjob’srelativevalue,andhenceitslocationinthepaystructure,isdeterminedbythetotalpointsassignedtoit.Ajob’stotalpointvalueisthesumofthenumericalvaluesforeachdegreeofcompensablefactorthatthejobpossesses.10薪點制及工作評估。•透過正式、科學的工作分析及工作評估來設定薪資。•首先找出透過工作分析找出工作的屬性及需求，如需要何種知識、部屬的人數、監管資金預算的多寡、工作場所的舒適度等等…。然後在將所有的工作放在同一個尺度上來衡量其相對價值。11薪點制及工作評估。ConductjobanalysisDeterminecompensablefactorsScalethefactorsWeightthefactorsaccordingtoimportanceCommunicatetheplanandtrainusers;preparemanualApplytononbenchmarkjobs12DetermineCompensableFactors•Def1:Compensablefactorsarethosecharacteristicsintheworkthattheorganizationvalues,thathelpitpursueitsstrategyandachieveitsobjectives.•Def2:Compensablefactorsarepaid-for,measurablequalities,features,requirements,orconstructsthatarecommontomanydifferentkindsofjobs13Q:Whatisitabouttheworkthataddsvalue?BasedontheworkperformedBasedonthestrategyandvaluesoftheorganization監督人數應否包含在內？Acceptabletothestakeholders14Universalcompensablefactors—skill,effort,responsibility,andjobconditions.Benge(1920)—mentalrequirements,skillrequirements,physicalrequirements,responsibility,andworkingconditionsBass—skills,responsibilityandworkingconditionsHay—knowhow,mentalactivity,andaccountabilityEqualPayActof1963(EPA)identifiesfourtestsformeasuringsubstantiallyequalwork,theperformanceofwhichrequiresequalskill,equaleffort,andequalresponsibilitywhenperformedundersimilarworkingconditions15Q:Whatexactlyismeantbyskill,effort,responsibilityandworkingconditions?U.S.DepartmentofLabordefines:Skill—theexperience,training,education,andabilityrequiredtoperformajobunderconsideration—notwiththeskillsanemployeemaypossess.Effort—themeasurementofthephysicalormentalexertionneededforperformanceofajobResponsibility—theextenttowhichanemployerdependsontheemployeetoperformthejobasexpected,withemphasisontheimportanceofjobobligation.Workingconditions—thephysicalsurroundingsandhazardsofajob,includingdimensionssuchasinsidevs.outsidework,excessiveheatorcold,fumesandotherfactorsrelatingtopoorventilation.16薪點制及工作評估。•工作價值的決定？•一般工作評估及決定職位薪酬的方式：•（一）可以先根據客觀的方法衡量工作的屬性及特質，再根據每一個屬性對組織的重要性來給予加權。•參考市場行情或公司的薪資策略、按照每一個工作職位的加權指數來分配薪資。或者公司可以選出一些指標職位(benchmarkpositions)，依據市場行情先決定這些指標職位的薪資，再以相對比較的方式，按照加權分數來決定其他職位的薪資。17薪點制及工作評估。•（二）透過迴歸的方法：對公司內部或外部的工作做抽樣，以這些樣本的目前薪資做為依變項，以工作分析的屬性分數作為自變項。找出每一個屬性的單位價值（迴歸係數），然後再計算每個工作的價值。•MarketPricingApproach18薪點制及工作評估。•例如x1可以是部屬人數、x2為所需技能的點數…則某一個職位(x1=3,x2=300…)的薪資價值可以表為：ebxbxbYn2211)300()3(21bbwage19薪點制及工作評估。•HayGroup為專門在幫公司決定薪資水準及工作評估的顧問公司，擁有龐大的薪資資料庫，客戶可以很容易找到與自己相似工作的市場行情。由於HayGroup在薪資調查市場十分有名，衡量工作價值的尺度被稱為Haypoints。20Merck&Co.,Inc.墨克藥廠的薪資結構•根據下列三種工作的特質（HayFactors)來決定職位的價值：•Knowhow•Problemsolving•Accountability21Know-How(KH).Thedepthandbreadthofjobknowledgerequired(row).Themanagementbreadth(column)–therequirementforplanning,organizing,review,andcontroltointegratediversifiedfunctionalelements.Humanrelationsskills22ProblemSolving(PS)Accountability(AC).Thinkingenvironment.Thinkingchallenges.FreedomtoAct(row).Magnitude(column).Jobimpactonendresult23Merck&Co.,Inc.墨克藥廠的薪資結構•每一個職位的價