新酬管理工具和技术（英文）2.ppt

* * * * * * * * * * * * * * * * * * * * * * Salary Survey based on Hay Method Hay Point Range Upper Quartile (Q3) Salary Formula 200 - 300 144.89 * HP - 1648 301 - 400 165.55 * HP - 7845 401 - 500 195.67 * HP - 19,893 501 - 600 176.16 * HP - 10,140 601 - 700 194.51 * HP - 21,145 701 - 800 168.63 * HP - 3029 Internal equity External equity Employee equity Administration Concepts Compensation Techniques Planning, Budgeting, Monitoring, Evaluating Job Analysis Job Description Job Evaluation Job Grades Market Definitions Salary Surveys Policy Lines Pay Structures Seniority Increases Performance Evaluation Increase Guidelines Compensation Objectives Role clarity and accountability. Facilitates administration and performance management. Competitive wage policies and practices. Influence employees’ work attitudes and behaviour. Attract talents. Retain talents. Motivate employees. Comply with regulations. Consistency in policy administration. The Strategic Compensation Model Compensation Management The fundamentals of salary administration Salary administration is concerned with deciding how and what staff should be paid and with the techniques and procedures for designing and maintaining salary structures, rewarding staff and exercising salary control. Aims Of Salary Administration The basic aims of salary administration are to attract, retain and motivate staff by developing and maintaining a competitive and equitable salary structure. To ensure that a sufficient number of suitable staff is attracted to join the organization; To encourage suitable staff to remain with the organization; To develop and maintain a logical salary structure which achieves equity in the pay for jobs of similar responsibility and consistency in the differentials between jobs in accordance with their relative values; To ensure that salary levels match market rates; To keep the salary levels adjusted in line with increases in the cost of living; Aims Of Salary Administration To mai