人力资源管理经典材料TSINGHUA MBA HRM LECTURE 2.pptVIP

Strategic Evolution of Human Resource Role Strategic Components of Human Resources COMPENSATION MANAGEMENT We believe in paying competitive wages that commensurate with job size and individual performance WELFARE MANAGEMENT We believe in being a firm, fair and caring employer. We strive to make employees value their jobs and want to remain in the organization based on their abilities to contribute and grow. PERFORMANCE MANAGEMENT We believe in equipping employees with the necessary skills to do a good job, providing them with the tools, the environment, the support and the information needed to excel in their jobs. CAREER MANAGEMENT We believe in matching employees’ strengths and aptitudes to available jobs, developing them to their highest potential and offering them opportunities to advance in their careers. CULTURE/VALUE MANAGEMENT We believe in instilling our corporate core values and promoting a corporate culture that emphasizes results, teamwork, learning, sharing, service quality and work excellence. Retaining Talent: It’s About Dollars SENSE Need a balanced approach to maximize ability to attract, retain and compete effectively in this market HIGHLIGHTS HR Management - An Overview Current HR Challenges Total Compensation Philosophy T-Comp Drivers Strategies in Compensation Policies Practices Managing Local Employees: Basic Components Template for T-Comp Design Measuring Performance in MNCs Expatriate Compensation: Managing Expatriate Compensation The Balance-Sheet Approach Foreign Service Premium Hardship Allowance Cost of Living Allowance Additional Perks Tax Treatment Conclusion ... and Some Points to Ponder Managing Human Resources in COMPAQ TOTAL COMPENSATION Compensation management essentially involves: Managing employee perceptions and expectations; Understanding the history and values of the organization; and Aligning programs to the company’s business goals and strategies. A major compensation theme to