06模块六：员工报酬管理PPT 模板.pptVIP

Compensation 员工报酬管理 Learning Objectives To learn factors which influence how compensation is determined (session 5) To know the definition of “Total Compensation” and how it is perceived by the firm and EEs (session 6) To understand how compensation as an HR practice is used to motivate behavior (session 6) Talent Management Strategy Model Key Definitions Compensation – Narrow “Monetary (or equivalent) return provided to someone for services rendered.” Compensation – Broad Broad definition including intrinsic and extrinsic (including financial and non-financial). Might also be thought of as the “return on work” in the same sense as return on investment. Compensation System “The combination of policies, procedures and programs which define compensation opportunities within an organization and which are established and managed to achieve one or more objectives.” Total Compensation Concept Total Compensation Concept / Compensation pyramid Compensation Objectives The “Big Three” Attract qualified employment applicants Retain qualified employees, while discouraging retention of low performing Motivate employee behavior toward organization objectives Other Frequently Stated Objectives Achieve internal equity Emphasis on assessing job content/person’s skills or competencies and evaluating relative contribution of work to organization’s success (e.g., president versus vice president) Achieve external competitiveness Emphasis on positioning against competitors’ pay Assure legal compliance Other Frequently Stated Objectives Support organization priorities: Strategy and goals Culture and values Easy to administer Easy to understand (for both employees and supervisors) The Pay Model (Milkovich Newman) Comparisons of Pay System Objectives Astra-Merck Share commitment and responsibility; foster teamwork Balance immediate and strategic interests Celebrate performance Promote fairness Achieve simplicity Be market competitive; pay at the 75th percentile of competitors Hewlett-P