划分不同的薪酬水平 ：企业人才保险政策（英文）-研究报告.pdfVIP

An Oracle White Paper September 2013 Differentiated Compensation: The Corporate Talent Insurance Policy Differentiated Compensation: The Corporate Talent Insurance Policy Introduction 1 The Advantages of Differentiated Compensation 2 Building Differentiated Compensation: Five Steps 4 Step 1: Strategy 4 Step 2: Technology Support 5 Step 3: Tactics and Programs 6 Step 4: Measurement 7 Step 5: Communication 7 Pay for Potential 8 Differentiated Compensation in Action: A Case Study 8 Conclusion 9 Differentiated Compensation: The Corporate Talent Insurance Policy Introduction Today organizations are facing more competitive pressures than ever before. They must evolve and get products and services to market faster because of a never-ending stream of new, smarter competition. Companies are facing these challenges by launching new initiatives to get ahead. These initiatives put pressure on HR because they typically rely on top talent to get the job done. According to a recent Mercer survey 40% of organizations are expanding their overall workforce. Yet, 60% of organizations are anticipating increases in voluntary 1 turnover as the job market and economy continue to improve. At the same time CNN reports 2 that 70% of workers are unhappy at work but will stay with its current employer anyway , and 3 Gallup states that over 70% of the workforce is disengaged . These statistics are alarming, and effective talent management is critical for HR to respond to the challenge. Central to an effective talent management