2008-Salary-Structure-Design-Training_Trainee

Toprotecttheconfidentialandproprietaryinformationincludedinthismaterial,itmaynotbedisclosedorprovidedtoanythirdpartieswithouttheapprovalofHewittAssociatesLLC.SalaryStructureDesign薪酬结构设计HewittAssociates|November,2008November,20082AttheEndofThisTraining…..本次培训后…..Youwillbeabletoreadandanalyzemarketdata您将学会阅读并分析市场数据Youwillbeabletousemarketdatatobuildsalarystructure您将学会利用市场数据设计自己的薪资结构Youwillbeabletoestimatecostofimplementingnewsalarystructure您将学会测算实行新的薪资结构的成本Youwillbeabletodevelopplantotransitionemployeesintothenewsalarystructure您将学会如何将当前员工的薪酬转入新的薪资结构中Youwillbeabletoknowhowtoimplementsalarystructure您将学会如何在日常工作中应用薪资结构November,20083Agenda日程Pre-test热身测试Preparationbeforedesigningasalarystructure薪酬结构设计前的准备–WhyweneedaSalaryStructure为什么我们需要一个薪酬结构–LinkingRewardtoBusinessStrategy薪酬与经营战略相匹配–JobEvaluation职位评估SalaryStructureDevelopment薪酬结构设计–SalaryStructureElements薪酬结构组成成分–DevelopingASalaryStructure制定一个薪酬结构EmployeeTransitioningandCostImplication员工过渡方案及成本分析–JobSlot-in职位定薪–PeopleSlot–in人员定薪–CostAnalysis成本分析SalaryStructureApplicationandImplementation薪酬结构应用及实施–MeritIncreaseMechanisms调薪方案–SalaryStructureApplication薪酬架构应用Q&A问题与回答Toprotecttheconfidentialandproprietaryinformationincludedinthismaterial,itmaynotbedisclosedorprovidedtoanythirdpartieswithouttheapprovalofHewittAssociatesLLC.WhyweneedSalaryStructure为什么我们需要一个薪酬结构November,20085WhatisSalaryStructure?什么是薪酬结构？SalaryStructureistheseriesofpayrangeswhichdetermineaminimumandamaximumofpayrateofeachgrade.薪酬结构是一系列的薪酬范围，确定了每个级别薪酬率的最大和最小值Jobsgroupedinthesamegradeshouldhavethesameearningopportunity.同一级别的职位组应该有相同的薪酬机会10,00030,00050,00070,00090,000110,000130,000150,000170,00012345678GradeCurrencyMaximumMinimumMidpointNovember,20086WhyweneedSalaryStructure为什么我们需要一个薪酬结构Tocommunicatehowmuchtheorganizationiswillingtopayeachandeveryjob为了沟通公司将如何支付每个职位的薪酬Toreflectcompensationphilosophy,marketcompetitiveness,andinternalequity为了反映薪酬理念、市场竞争力、以及内部公平性Tosetthesamestandardguidelineofpaywithintheorganization为了在公司内建立统一的薪酬标准Toprovidethegeneralrelationshipamonglevelsofpay为了确定各个薪资级别间的一定关系Toprovideaframeworkforsoundpaymanagement(payincreases/paymovement)为合理的薪酬管理（薪酬增长/薪酬变化）提供一个框架Tomanagecostofresources为了便于资源成本的管理November,20089CompensationProgramOverview薪酬体系概述RewardStrategy薪酬战略JobDocumentation职位文档AnnualCommunicationandMaintenance年度的沟通与维护JobEvaluation职位评估PayStructures薪酬架构PayDelivery薪酬支付•Fixedpay固定薪酬•Short-termincentives浮动奖金•Long-termincentives长期激励MarketPricing市场定价November,200810RewardsStrategy-aDefinition薪酬战略–定义Astatementofphilosophiesandobjectivesthatdefineshowemployeeswouldgetrewardedintheorganization.Thisshould:公司中的员工如何获得薪酬的一种原则和目标。薪酬战略应该:–Beconsistentwithbusinessobjectives与经营目标相一致–Becognizantofemployeeneeds认识到员工的需求–Providedirectionforadministrationanddesign为薪酬的管理和设计提供指导方向–Provideabasisforcommunication提供沟通的基础–Actasastandardforprogramevaluationandmonitoringonanongoingbasis作为今后制度评估和管理的标准November,200811RewardStrategyDesignComponents:10Ps薪酬策略设计组件：10Ps薪酬策略设计RewardStrategyDesign9.薪酬政策PayPolicy8.薪酬时间范围PayTimeHorizon10.薪酬沟通PayCommunication7.薪酬浮动PayVolatility6.业绩指标PerformanceMeasures5.薪酬支付Payfor“What”3.薪酬一致PayUniformity4.薪酬公平PayFairness2.薪酬定位PayPositioning1.薪酬构成PayComponentsHewitt’sFrameworkNovember,20081210-1.PayComponents10-1.薪酬构成TotalCash全面现金收入TotalRemuneration全面薪酬BaseSalary基本工资12MonthsBaseSalary12个月的基本工资FixedPay现金津贴MealAllowance伙食津贴,TransportationAllowance交通津贴VariablePay浮动收入PerformanceBasedBonus基于业绩的奖金GuaranteedCash固定收入Benefits&Perquisites福利及特殊待遇Pension养老金Housing住房Vehicle汽车Loans贷款Outpatient门诊Hospitalization住院Dental牙科ProvidentFund准备基金Insurance保险Disability残废Shift轮班等FixedBonus固定奖金13th.MonthSalary第13个月的工资BasePay基本工资ExtrinsicRewards外在激励LTI长期激励LTI长期激励StockOptions股票TotalRewards全面激励Rewards激励Qualityofwork工作质量Culture文化Work-lifebalance工作与生活的平衡RecognitionAward特殊表彰IntrinsicRewards内在激励November,20081310-2.PayPositioning10-2.薪酬定位PayTarget薪酬目标RoleofCompensation薪酬作用TalentMarket人才市场Median中位值Compensationisimportantintalentattractionandretention,butnotastrategictool,needsupportofotherHRsystems,suchastraininganddevelopment,careerandemployerbrandingetc.薪酬在人才吸引和保留方面是重要的，但不是一种战略工具，需要其他人力资源制度的支援，如培训和发展，职业和雇主品牌等。Moderatecompetitivemarket,talentisavailableingeneral适度竞争的市场，人才通常可求。75th%ile75分位Compensationplaysaverycriticalroleintheattractionandretentionoftalent.在吸引和保留人才方面，薪酬起到了非常关键的作用。Highlycompetitivemarket,verydifficulttofindandretaintalent.高度竞争的市场，寻找和留用人才非常困难。November,200814Amathematicalaverageofasetofnumbersormeasurements,withthemeanequalingthesumofthenumbersdividedbythenumberofunits.一系列数字或衡量指标的数学平均数，等于数值总和除以单位之和E.g.:{80,90,90,100,85,90}Mean(X)=(80+90+90+100+85+90)/6=89.17Mean(X)=ΣX/NWhere:ΣX=SumofallvaluesofvariableX此处：ΣX=所有变量X的数值之和N=NumberofobservationsN=数字的数量之和PayPositioning-WhatisMean?薪酬定位-什么是平均值？November,200815PayPositioning-WhatisMedian?薪酬定位-什么是中位值？Itisthemiddlevalueofanorderedsequenceofvalues.Ifyouplacetheseriesinascendingordescendingorder,themedianisthenumberthatdividestheseriesintotwopartseachcontainingthesamenumberofdatapoints.一系列有序数值的中间值。如果您将一些数值按升序或降序排列，中位值就是将这些数值分成两部分含有相同数目数值的那个数字。Basically,themedianisthe50thpercentil