美世--华为薪酬设计方案.ppt

Pay Reward forHuawei Technologies, Co., Ltd. By: Elaine Ng Mercer Executive Resources Consulting (MERC) Tel: 852-2115 2088; Email: enskcrg@ 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 Copyright Mercer Executive Resources Consulting, Asia $ Grade 级别标准工资Reference Salary 定下最经济的标准工资以支付公司架构图Define the most economic reference salary to pay for the organization chart 建立最少增加幅度之标准工资Establish the smallest possible increase of reference salary 90百分比90 th Percentile 75百分比75 th Percentile 中位數Median 25百分比25 th Percentile 10百分比10 th Percentile RMB Position Class 75百分比75 th Percentile 中位數Median 25百分比25 th Percentil