全面人力资源薪酬策略及实施方案.ppt

Based on achievement on KPIs and competencies, two Performance Level ratings are established. For KPIs - reaching stretch targets translates to PL1 rating, while reaching Hoshin targets (which are 20%-40% lower than stretch targets) translates to a PL3 rating. Based on the weighted average of the two PL ratings, a combined PL rating can then be calculated. Based on achievement on KPIs and competencies, two Performance Level ratings are established. For KPIs - reaching stretch targets translates to PL1 rating, while reaching Hoshin targets (which are 20%-40% lower than stretch targets) translates to a PL3 rating. Based on the weighted average of the two PL ratings, a combined PL rating can then be calculated. Notes: Based on achievement on KPIs and competencies, two Performance Level ratings are established. For KPIs - reaching stretch targets translates to PL1 rating, while reaching Hoshin targets (which are 20%-40% lower than stretch targets) translates to a PL3 rating. Based on the weighted average of the two PL ratings, a combined PL rating can then be calculated. 49 50 51 60 45 每年的提升和COLA是否也要考虑进去呢？ 你计划大量增减人员吗？ 你的人员流失率可能为多少？ 在一个人离职后到新职员开始工作其间该职位空缺的时间有多长？ 当雇佣新职员时，他们一开始就享有与被替代者相同的工资吗？ 如果你准备引入新的奖励项目或增加现有目标额 - 你把他们包括在预算里了吗？ 你计划引进新的福利项目吗? 近两年内会有什么影响薪酬的法律变化吗？如税务方面 薪 资 预 算 中 一 些 要 考 虑 的 事 项... 工资水平(Mid Point)和幅度体现了公司相对于市场的竞争地位( 架构/计划)。 工资及其相对比率(C/ R)反映了某一员工相对于那个计划/架构的实际收入水平。 评定工资时你需要首先回顾你的工资架构/计划和实际支付员工的水平。 工资架构的升幅不必等同于工资调整的升幅。 每个工资幅度都可能有不同的变动数额，以此反映市场变动和你相对于市场的竞争地位。 在相邻两个级别中值间要有个明显的变化。 它们有超前及滞后的计划。 你的工资调整预算将受到许多因素的制约，包括公司的财务负担能力。 制定/更新工资架构水平和工资调整预算时，应考虑总的现金支出和福利支出，而不仅仅是基本工资。 应当考虑三年的“战略性”薪酬计划 薪资管理过程中要清楚地知道 谢谢各位 1 4 3 5 6 15 16 17 18 19 20 41 42 23 37 42 43 44 Based on achievement on KPIs and competencies, two Performance Level ratings are established. For KPIs - reaching stretch targets translates to PL1 rating, while reaching Hoshin targets (which are 20%-40% lower than stretch targets) translates to a PL3 rating. Based on the weighted average of t