全面薪酬管理资料(ppt32).pptVIP

Sub-Title (20 pt, Bold, Initial Caps, Black) Date (16 Pt., Initial Caps, Black, No Bold or Italic) PRESENTATION TITLE(24 PT, ALL CAPS, BOLD, WHITE) Client Logo DRAFT * * * * Elliot R. Susseles, Senior Vice President The Segal Company September 17, 2004 Copyright ? 2004 by The Segal Group, Inc., the parent of The Segal Company. All rights reserved. “Quantifying Total Compensation” Why is Total Compensation Important? Lack of understanding of total compensation costs (among employers and employees) Need to communicate and educate employees on all the compensation that they receive (not just salary) * Policy Questions Is your total compensation structure: Competitive with the market? Aligned with your strategic plan? Aligned with your employees’ values? * ? Defining Total Compensation ? Employees’ Perceptions and Values ? Quantifying Total Compensation ? Case Study—State of Arizona Discussion Outline * Defining Total Compensation IMPORTANT  QUESTIONS 1) What is the true cost of your total compensation? 2) What impact does each element have on satisfaction, retention, and recruitment? 3) What are the strengths and weaknesses of your total compensation structure? Employee ValueProposition Compensation Affiliation WorkContent Career Benefits Organization commitment Organization support Work environment Organization citizenship Title Base salary Incentives Cash recognition Premium pay Pay process Benefits Non-cash recognition Perquisites Advancement Personal growth Training Employment security Variety Challenge Autonomy Meaningfulness Feedback * Financial Elements of Total Compensation Base pay Overtime costs Pay differentials Paid time off Health and Rx benefits Dental and vision benefits Life and disability insurance Retirement benefits (including Social Security and retiree health) Other benefit costs Total compensation calculations assess all the financial costs of providing compensation and benefits to the workforce. Direct Financial Indirect Financial