爱立信薪酬体系——知名公司大作就是高人一等.pptVIP

Performance Management 绩效管理 PD Discussion (Q1) 个人发展谈话 Review job description 回顾工作描述 Set Objectives Measurements 设定目标及衡量标准 Competence Profile 技能要求 Individual development plan 个人发展计划 Development Actions 发展行动 (Q1-Q4) Training 培训 Coaching 教练 Counseling 咨询 Review 审核 Performance Appraisal (Q4) 绩效评估 Evaluate Objective achievements Assess personal performance factors 评估目标达到情况，其结果将： Input for next year’s PD Discussion 作为次年个人发展谈话参考 A base for salary revision 作为调薪的基础 A base for career advancement 作为事业发展的基础 Key Elements of CB 薪酬福利的关键要素 IPE (International Position Evaluation) System 国际职位评估系统 CB Package 薪酬内容 Performance Management 绩效管理 IPE - International Position Evaluation IPE - 国际职位评估系统 - A Human Resource tool which measures the impact and contribution of each position 一种人力资源的工具，用来衡量每个职位的影响和贡献 Salary survey to benchmark competitiveness 用于工资调查以衡量竞争力 Establish salary level and structure 用于建立工资水平及结构 Facilitate recruitment 用于招聘 Facilitate career planning 用于职业发展的计划 Promotion and job rotation 用于升职和工作变动时的职位评估 Organization development 用于组织发展时的职位评估 The Four IPE Factors IPE 的四个要素 Factor 1: Impact 影响力 Factor 2: Communication 沟通 Factor 3: Innovation 创新精神 Factor 4: Knowledge 知识技能 Factor 1: Impact 影响力 Contribution 贡献 Impact影响力 Organization 组织大小 Size of organization 组织大小 Influence on it’s area of responsibility / operation 对于职责范围内的影响 Factor 2: Communication 沟通 Position’s responsibility for communications both within and outside the organization 职位要求的对内部及外部的沟通 Frame 架构(内部或外部) Communications 沟通 Factor 3: Innovation 创新精神 Identify, develop and make improvement to new ideas, techniques, procedures, services, or products 发现、发展、改进新的想法、技术、 程序、服务或产品 Complexity 复杂性 Innovation 创新 Factor 4: Knowledge 知识技能 Teams 团队 Breadth宽度 Knowledge 知识技能 Knowledge required in job to accomplish objective and create value 完成工作并增加价值所需的知识技能 Steps to set IPE System 设定IPE的步骤 Step 1 Establish working committee 建立工作组 Management team review and approve 管理层审核并批准