人7力资源管理复习提纲(二).docxVIP

十一、制定战略性薪酬计划重点公平理论基于胜任能力的薪酬宽带薪酬可比价值Key PointEquity TheoryCompetency-based payBroadbandingComparable worth难点宽带薪酬可比价值Difficult PointBroadbandingComparable worth决定薪酬水平的基本要素员工薪酬：直接经济报酬，间接经济报酬Basic Factors in Determining Pay RatesEmployee Compensation Components：Direct financial payments，Indirect financial payments公平性及其对薪酬水平的影响薪酬公平的形式：外部公平性 内部公平性 个人间的公平性 程序公平性Equity and Its Impact on Pay RatesForms of Compensation Equity：External equity Internal equity Individual equity Procedural equity解决公平问题解决公平问题的方法：1薪酬调查2职位分析和职位评价3绩效评价和奖励性薪酬4建立沟通渠道、申诉机制以及员工参与Methods to Address Equity Issues：1salary surveys2Job analysis and job evaluation3Performance appraisal and incentive pay4Communications, grievance mechanisms, and employees’ participation步骤一：薪酬调查薪酬调查的作用：为标杆职位定薪根据市场薪酬为部分职位定薪决定福利政策Step1: The Salary SurveyUses for Salary SurveysTo price benchmark jobsTo market-price wages for jobsTo make decisions about benefits薪酬调查的来源薪酬信息的来源自己进行咨询公司专业机构政府机构互联网Sources for Salary SurveysSources of Wage and Salary InformationSelf-Conducted SurveysConsulting FirmsProfessional AssociationsGovernment AgenciesThe Internet 步骤二：职位评价报酬要素：技能、努力程度、工作责任、工作条件Step 2: Job EvaluationIdentifying Compensable Factors：Skills、Effort、Responsibility、Working conditions怎样进行职位评价职位评价的方法：排序法、职位分类法、计点法、要素比较法How to Evaluate JobsMethods for Evaluating Jobs：Ranking、Job classification、Point method、Factor comparison步骤三：将类似职位归入薪酬等级将类似职位归入薪酬等级：计点法、排序法、分类法Step 3: Grouping JobsGrouping Similar Jobs into Pay Grades：Point Method、Ranking Method、Classification Methods步骤四：为每一个薪酬等级定价工资政策曲线描述了相对于每一个职位或职位评价等级所得到的点数或者排序情况，目前位于每一薪酬等级中的那些职位实际获得的薪酬水平表明在以下两组数据之间存在的关系：一是通过某种职位评价方法所确定的职位的价值；二是组织目前对于某一薪酬等级中的所有职位支付的平均薪酬水平Step 4: Price Each Pay GradeThe Wage Curve Shows the pay rates paid for jobs in each pay grade, relative to the points or rankings assigned to each job or grade by the job evaluation.Shows the relationships between the value of the job as determined by one of the job evaluation methods and the current average pay rates for your grade