Mercer salary的人力資源薪酬設計方案|Powerpoint模板

Mercer salary的人力資源薪酬設計方案

設定薪酬結構Developing Salary Structure
設定薪酬結構之考慮因素Developing Salary Structure- Considerations
Base Pay Policy 基本薪酬政策
Decide Competitive Reference Salary
     決定具有競爭性的標準工資
Decide Salary Ranges 制定工資幅度
Range Overlap 幅度重疊
Significance of Salary Range 工資幅度的重要性
How many structures? 多少個結構?
Overs and Unders高出/底於工資幅度
  薪 酬 政 策  Compensation Policy
中國市場數據     Market Data on China -  上海製造業   Shanghai Manufacturing WOFE (1)Data as at April 1999
中國市場數據   Market Data on China -  上海製造業   Shanghai Manufacturing WOFE (2) Data as at April 1999
貴公司以及市場比較Your Company vs the Market Comparison
貴公司以及市場比較Your Company vs the Market Comparison

 建 立 竞 争 工 资 Develop Competitive Salaries
利用幅度制定工资架构Develop Salary Structure with Ranges
制定幅度Developing Salary Range
 由中点开始 (或标准工资)
Start with Mid-Point (or Reference Salary)
 决定幅度
Decide Range Spread
 定最低工资
Establish Minimum
 定最高工资
Establish Maximum
定最低工资Establishing Minimum
定最高工资Establishing Maximum
 最高   最低                             幅度
Maximum = Minimum x (1 + Range)
   = Rmb 800 x (1 + 50%)
   = Rmb 800 x 1.5
   = Rmb 1,200
 幅度
 Range = Minimum Rmb 800 最低
    Mid-Point Rmb 1,000 中点
    Maximum Rmb 1,200 最高
中点增加率Mid-Point Progression
幅度重叠Range Overlap
幅度重叠Range Overlap (2)
      How much ?  多少
 一个级别的幅度一般不超过三个其他级别的重叠
 The range span of any one grade should not overlap much more than three other grades
幅度的重要性Significance of Salary Range
多少结构 How Many Structures?
 市场特色
Market Characteristics
 内部平衡
Internal Equity
 外部竞争力
External Competitiveness
 管理概念
Management Philosophy