薪酬结构与概念.ppt

Compensation Structure/Concept 薪酬结构与概念,Jan.1,2009,Content 内容,Philosophy理念 Compensation Structure薪酬结构 Salary Package Adjustment薪酬调整 Start Pay 入职定薪 Salary Adjustment 薪资调整 Case Analysis 案例分析,Objective目的,Share knowledge of compensation structure/concept to improve the HR support on business development 分享薪酬结构与相关概念知识，以进一步支持公司业务发展,Benefits from the Course收获,,Understand what is rainbow 理解什么是彩虹图 Understand How to proposal an offer 理解如何定薪 Understand How to make salary adjustment 理解如何调薪 Understand How to get the best effectiveness through salary adjustment 理解如何调薪能够得到最好的效果,Philosophy理念,Why we pay我们为何付薪？ Pay for……Position岗位薪酬 Pay for……Person个人能力薪酬 Pay for……Performance绩效薪酬 The Right Salary For Right Person 为合适的人支付合适的薪酬,Object of Compensation Management 薪酬管理的目的,Competitiveness 竞争性 Affordability 可负担性 Flexibility 灵活性,Employee 员工,Equity 公平性 Consistency 一致性 Valuable 自我价值的体现,Balance point 平衡点,Labor cost management 劳动力成本管理 Merit system 绩效工资体系,Company 公司,Compensation Structure薪资结构,,,,,,,,,,Salary—base salary, OT pay 工资：基本工资、加班工资,Short-term incentive—monthly incentive, half-yearly performance bonus 短期激励：月度奖励、半年度绩效奖金,Long-term incentive—stock operation, share award 长期激励：期权,,Compensation薪酬,Rainbow彩虹图,What is Rainbow?什么是彩虹图？ Base pay structure 基本的薪酬结构 Essential tool for offer and salary adjustment 定薪和薪酬调整的核心工具 Different regionally 具有地域差异 Adjustment yearly base on the data of mercer survey 每年根据美世调查数据调整,Design Rainbow设计彩虹图,,,,,,,,Design Rainbow 设计彩虹图,Mercer Survey-Market Salary and Peer Comparison美世调查：提供市场薪酬数据和同行业比较,,Fluctuation of CPI/COL 消费品价格指数和生活成本的变化,IPE 国际职位评估,,,Standard Job Grade标准职位等级,Profile of A Base Pay Structure典型的工资架构,RMB,Example of Offer定薪案例,Three Factors and Principles for Starting Pay 定薪的三个要素和原则,Three factors determine the starting pay定薪的三个要素 Rainbow Matrix彩虹图 Internal equity内部平衡 Last drawn pay and expectations当前工作所获薪酬和期望 Three principles三个原则 Be referenced to the ME salary line以“ME”绩效基准的薪水作为定薪参考额 Internal equity充分考虑内部平衡 Increment within a 0-20% band原则上增长额应控制在0-20%内,Special Case特殊情况,Candidate’s competency and experience are exceptionally good or unique, and company has need for staff with such skill sets 应聘者能力和经验突出，为公司所需人才 Operational requirements demand that a vacancy be filled immediately 为满足生产需要急需填补的空缺人员 For occupations that are enjoy exceptionally strong market demand, (e.g. SAP specialist, R&D engineers, etc.) 市场稀缺岗位，如R&D，SAP岗位,Annual Adjustment年度调薪,Once per year 每年一次 Adjustment % refer to SI planning 调整比例参照公司的薪资增长计划 Employee must complete core skills training for the year before being eligible for annual salary adjustment 员工须完成核心技能培训后才可获得年度调薪资格,Exceptional Adjustment特殊调薪,Confirmation adjustment 试用期转正调薪 No adjustment in principle 原则上不调 Considered as exceptional salary adjustment if necessary 如有必要，视为特殊调薪 Promotion adjustment 晋升调薪 Early adjustment before scheduled提前调薪 Exceed scheduled SI adjustment % 调整比例超过薪资增长计划中的比例 Assignment or transfer 外派或岗位转移,Factors Defining the Increase Percentage 调整比例的决定因素,Average increase budget平均增长预算 Salary structure movement percentage薪资结构调整比例 Performance rating绩效等级 Compa-ratio与中位值的比率 Peer comparison内部比较 Services years服务年限 Not considering OT pay不考虑加班工资 Increase smoothly and gradually渐进式的增长,Tips for Salary Package Adjustment薪资调整技巧,Make salary package adjustment in time 及时进行薪资调整 Not change base salary but only allowance according to policy when transferred or assigned 当外派或岗位转移时，仅变动津贴不变动基本工资 Smooth salary increment step by step encourages more than adjustment violently 多次平稳的增长有更好的鼓励效果 Combine salary package with career development and other factors 将薪酬与职业发展及其他因素相结合,Points Outside of the Range of Rainbow 个点在薪资等级范围之外,,,,,,X,Y,Max最大值,Mid中位值,Min最小值,Red Point红点,Green Point绿点,Red Point红点,,,,Reason产生原因 Long time service长期服务 Very important talent属于挖来的优秀人才 Company regroup公司重组 Un-adjusted salary structure未作调整的薪资结构 Relocate岗位的重新配置 Salary increment after bargaining with labor union工会谈判提高薪酬 Top performance上佳的业绩,Suggestion建议 Promotion晋升 Non-increment无增长 Update salary structure调整薪资结构,Green Point绿点,,,,Reason产生原因 New hiring新雇佣 Promotion rapidly快速晋升 Company regroup公司重组 Salary structure adjustment薪资结构调整 Incorrect job grade不正确的职位等级,Suggestion建议 Provide probation period提供试用期 Increase to the min point提高至最低点 One-time increment一次性增长 More frequent increment更经常的薪资增长 Review job grade重新评估职位等级,Case Study案例分析,Solution解决方案,Summary Q&A,Thank you!,。