【 ppt精选 推荐】netflix文化：自由与责任(中英文双语对照版)文档.ppt

Takes Great Judgment做好判断 Goal is to keep each employee at top of market for that person 目标是保持每一个员工都处在人力市场薪酬水平的顶端 Pay them more than anyone else likely would 付给他们比其他家公司可能给的更高薪酬。 Pay them as much as a replacement would cost 按照取代他们所需花费的标准支付他们薪酬。 Pay them as much as we would pay to keep them if they had higher offer from elsewhere 如果别的公司开出更好的条件，尽我们全力加薪以挽留他们 Titles Not Very Helpful头衔没有多大用处 Lots of people have the title “Major League Pitcher” but they are not all equally effective 许多人有“大联盟投手”的头衔，但他们彼此不是等同水平。 Similarly, all people with the title “Senior Marketing Manager” or “Director of Engineering” are not equally effective 类似，所有冠以“高级市场经理”或者“工程总监”的人也不是等同水平。 So the art of compensation is answering the Three Tests for each employee 所以，薪酬的秘诀就在于针对每一个员工回答刚才的三个问题。 Annual Comp Review年度薪酬评估 At many firms, when employees are hired, market compensation applies 在许多公司，当员工被聘用的时候，他们的薪酬和人力市场价格是相匹配的。 But at comp review time, it no longer applies! 但是到了薪酬评估的时候，就不再匹配了！ At Netflix, market comp always applies: 在Netflix，它们总是相匹配的： Essentially, top of market comp is re-established each year for high performing employees 本质上来说，对于高绩效人才，市场顶级人员薪酬水平每年都会重新确立 At annual comp review, manager has to answer the Three Tests for the personal market for each of their employees在年度薪酬评估的时候，管理人员针对自己的每一个员工回答前面的那三个问题。 No Fixed Budgets没有固定的人力预算 There are no centrally administered “raise pools” each year 每年没有公司高层决定的“加薪池” Instead, each manager aligns their people to top of market each year – the market will be different in different areas 相反的，每个管理者每年把自己下属的薪酬和市场最高价格调整到一致。 Compensation Over Time应时薪酬 Some people will move up in comp very quickly because their value in the marketplace is moving up quickly, driven by increasing skills and/or great demand for their area 有些人薪酬增长非常迅猛是因为他们的身价在人力市场上的增长非常快，这往往是因为技能的增长或者特定领域的人力需求旺盛。 Some people will stay flat because their value in the marketplace has done that 有些人的薪酬维持少变是因为他们在人力市场上的身价就放在那儿。 Depends