第六章薪酬结构设计.pptVIP

思考: 如何理解对外竞争力? 你是否同意保罗提出的将理疗师工作重新分类到支付级别1 0会导致士气问题的说法？ 你能想出一个更好地解决此问题的办法吗？请解释。 一般地，当内部岗位价值评估与外部市场薪酬定价相矛盾时，如何解决？ 基于职位的薪酬体系设计： Why Bother with Grades and Ranges? Offer flexibility to deal with pressures from external markets and differences among firms External pressures Differences in quality (KSAs) among individuals in external market Differences in productivity or value of quality variations Differences in mix of pay forms of competitors Internal pressures Recognize individual performance differences with pay Meet employees’ expectations that their pay will increase over time Encourage employees to remain with organization 工资曲线与薪酬等级结构 每个工资等下面设有几个工资级，给每个工资等制定一套工资率。雇主可以在一个工资等级范围内，对不同绩效或资历不同的人，灵活给付工资达到吸引和留住优秀的人才的目的。 薪酬等级结构设计 浮动幅度和交叉重叠（Range and Overlap） 结构策略是指企业在薪酬制度设计中在薪酬的平等化和阶层化之间的权衡。 平等化—公司的薪酬层次较少，最高与最低水平之间差距较小，相邻的工资档次之间差距也较小。 阶层化—公司的薪酬层次较多，最高与最低水平之间差距较大，相邻的工资档次之间差距也较大。 从理论上，选择哪一种，应取决于公司的工作组织方式。如果工作完成以团队和部门为核心，应选择平等化；如果工作的完成以员工个人为核心，应选择差异化。 Determining ExternallyCompetitive Pay Levels and Structures 1.Construct a Market Pay Line Definition of market pay line Links a company’s benchmark jobs on horizontal axis (internal structure) with market rates paid by competitors (market survey) on vertical axis Approaches to constructing a market pay line Freehand approach Regression analysis From Regression Results to a Market Line Understanding Regression Combine Internal Structure and External Market Rates Two parts of the total pay model have merged Internally aligned structure - Horizontal axis External competitive data - Vertical axis Two aspects of pay structure Pay-policy line Pay ranges From Policy to Practice: Pay Policy Line Approaches to translate external competitive policy into practice Choice of measure 50th percentile for base pay 75th percentile for total compensation Updating Policy line as percent of market line Specify a percent above or below market line an employer intends to match Other options Pay among the leaders Lead for some job families an