战略人力资源管理12.pptVIP

Job evaluation systems * * CHAPTER 12 Strategic remuneration management Session objectives Understand the nature of remuneration strategies and the decisions involved in developing a remuneration strategy Understand the components of a remuneration management system Understand the role of equity in designing a remuneration system Discuss the purpose and strategic design of salary structures Discuss the use of salary packaging and benefits Understand the use of variable reward programs Be aware of current remuneration issues and trends in remuneration management Session objectives (cont.) The most visible reward for work is monetary Strategic objectives of remuneration Reward past performance Remain competitive in the labour market Maintain salary equity among employees Motivate future performance Control wage and salary costs Attract and retain good staff Reduce unnecessary staff turnover Job ranking Job classification Point system Factor comparison Common methods of job comparison The equity component Internal External Individual Process Market relativities The market places pressure on organisations to remunerate beyond scope of work value and salary ranges Comparisons can be conducted by: Matching jobs to those in surveys Participating in a customised survey Reading newspaper advertisements Contacting employer organisations/agencies * * *