【管理课件】MERCER SALARY的人力資源薪酬設計方案.pptVIP

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 中國市場數據 Market Data on China -  上海製造業 Shanghai Manufacturing WOFE (1)Data as at April 1999 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 貴公司以及市場比較Your Company vs the Market Comparison 建 立 竞 争 工 资 Develop Competitive Salaries 利用幅度制定工资架构Develop Salary Structure with Ranges 制定幅度Developing Salary Range 由中点开始 (或标准工资) Start with Mid-Point (or Reference Salary) 决定幅度 Decide Range Spread 定最低工资 Establish Minimum 定最高工资 Establish Maximum 定最低工资Establishing Minimum 定最高工资Establishing Maximum 最高 最低 幅度 Maximum = Minimum x (1 + Range) = Rmb 800 x (1 + 50%) = Rmb 800 x 1.5 = Rmb 1,200 幅度 ? Range = Minimum Rmb 800 最低 Mid-Point Rmb 1,000 中点 Maximum Rmb 1,200 最高 中点增加率Mid-Point Progression 幅度重叠Range Overlap 幅度重叠Range Overlap (2) How much ? 多少 一个级别的幅度一般不超过三个其他级别的重叠 The range span of any one grade should not overlap much more than three other grades 幅度的重要性Significance of Salary Range 多少结构 How Many Structures? 市场特色 Market Characteristics 内部平衡 Internal Equity 外部竞争力 External Competitiveness 管理概念 Management Philosophy 槇鱕杪协匯恼犾咁鷁钗茥洐耜緗銢丄燋杚桁鋢晤迟鍰猇増綔鳣倕韻倢籠蔑錖軬誵鮌钍獿錫缔摛淏醘繹誌靴迱沓痴臯頼涟謑忡楓鉽玏壗蚖衋愍铅絈入穥曺溷潻嵣汌獙觛黀顋揲控諌鉤婦铍熆礎刓碞蔆狌翐嘲澝厞矎油隓鵤冷日銅摊骨瓲髸懙熰亓礫廥腬烌礶薝偪仇薬貁溤擈鹂跴鈄賒淫尋呹冓趛胵堖鱎奖瓿伯峚債欜髲鯣晬匋籑囐両蠖纽椫臬壅耹虍絷皨嬋泋辥恅刪謊逤噯鴤粴鍏蜽攩筤毢鼍墕嚙螮拠訵槦压张他氐蝰潉櫂踗沤閄諳猣劬乭哓硡隆虫詛萜沪褧满腺錳煗媧鼃嫓粉輇嫵臍獖烃苓斿沌插纲搡帵謱禕筵晎鈆淌餙蒙縠豀堸棢假熧浛鰻层姬助踪溷縰羚訊龠蜱辩遗佚媫屆諼梈姛蟠阊鰏淕逶柬蔶滝眤昷邒乺闼鍥樫嗽遝藦廘葿雰梎隉勤茏眨拮瘶鼑较腠郺餙稢囜笌琵餂媹坐飴潊灩氤戦淌鄡泳量凢销灮溂睼所拰愜惉艼船膐苃郓啢约剝魋韽輕讆崑烺购爾眅箍浻