伟氏顾问人力资源薪酬设计方案PPT20页.pptVIP

Copyright Mercer Executive Resources Consulting, Asia * * * * * * Pay Reward forHuawei Technologies, Co., Ltd. By: Elaine Ng Mercer Executive Resources Consulting (MERC) Tel: 852-2115 2088; Email: enskcrg@ * 設定薪酬結構Developing Salary Structure * 設定薪酬結構之考慮因素Developing Salary Structure- Considerations Base Pay Policy 基本薪酬政策 Decide Competitive Reference Salary 決定具有競爭性的標準工資 Decide Salary Ranges 制定工資幅度 Range Overlap 幅度重疊 Significance of Salary Range 工資幅度的重要性 How many structures? 多少個結構? Overs and Unders高出/底於工資幅度 * 薪 酬 政 策 Compensation Policy $ Grade 级 别 标 准 工 资 Reference Salary 定下最经济的标准工资以支付公司架构图 Define the most economic reference salary to pay for the organization chart 建立最少增加幅度之标准工资 Establish the smallest possible increase of reference salary * 中國市場數據 Market Data on China -  上海製造業 Shanghai Manufacturing WOFE (1)Data as at April 1999 90百分比 90th Percentile 75百分比 75th Percentile 中位數 Median 25百分比 25th Percentile 10百分比 10th Percentile RMB Position Class * 中國市場數據 Market Data on China -  上海製造業 Shanghai Manufacturing WOFE (2) Data as at April 1999 * 貴公司以及市場比較Your Company vs the Market Comparison 75百分比 75th Percentile 中位數 Median 25百分比 25th Percentile 貴公司回歸線 Your company trendline RMB Position Class * 貴公司以及市場比較Your Company vs the Market Comparison * 年初 年中 年末 Start Year Mid End Year 年初 年中 年末 Start Year Mid End Year LAG 落后 LEAD 领先 LEAD-LAG 落后-领先之间 基本薪金政策 Base Pay Policy 1320 1100 900 1200 1000 800 1320 1100 800 1320 1100 800 * 建 立 竞 争 工 资 Develop Competitive Salaries RMB Grade PC 41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 Grade or Position Class 一 个 等 级 = 一 个 标 准 工 资 One Grade = One Reference Salary 标 准 工 资 = 竞 争 报 酬 = 招 聘 标 准 Reference Salary = Competitive Pay = Recruitment Standard * 利用幅度制定工资架构Develop Salary Structure with Ranges a b c = Mid-Point Progression 中点增加率 a1 - a2 = b1 - b2 = Range Spread 幅度 c1 - c2 = Question: