CHCompensationSystem(人力资源管理南京大学,赵署明)解说.pptVIP

1. What is the Purpose of Performance Appraisal? 2. What are the Performance Appraisal Processes and Methods? 3. What is 36o-degree Feedback? 4. What are the Criteria for performance Appraisal of International Employees? Lecture SevenCompensation System Issues What is compensation? What are the major elements of salary and benefits? What should be the main objectives for a multinational firm with regard to its compensation policies? Why is it important for multinational firms to understand the compensation practices of other countries? I. Compensation System Compensation is the total of all rewards provided to employees in return for their services. Compensation can both be tangible and intangible. Tangible compensation: direct and indirect Intangible: The satisfaction that a person receives from the job itself or from the psychological and/or physical environment in which job is performed. 1. Tangible Compensation Direct Compensation: Pay and Incentives Pay: The basic compensation an employee receives, usually as a wage or salary. Incentives: Compensation that rewards an employee for efforts beyond normal performance expectation. Tangible Compensation Indirect Compensation: Benefit With indirect compensation, employees receive the tangible value of the rewards without receiving the actual cash. A benefit is an direct reward, such as social security, health insurance, vacation pay, or retirement pensions, given to an employee or group of employees as a part of organizational membership. 2. Intangible Compensation Intangible compensation consists of the satisfaction received from performing meaningful job-related tasks. People have different reasons for working and the most appropriate compensation package depends in large measure on those reasons. When individuals are being stretched financially to provide food, shelter, and clothing for their family, money may well be the most important reward. However, some people work many hours each day,