房地产企业薪酬管理和员工激励学员调研草案.pptVIP

* 薪酬福利的概念？ 如何设计薪资结构？ 公司该有几套薪资结构？ 岗位如何分级？ 固定工资和浮动工资如何分配？ 奖金怎么分？ 怎样调薪？ 除了钱还有什么能激励员工？ * Does employee pay a price to work at our company? 薪酬是劳动力市场价格的体现。薪酬是人力资本的利息。薪酬是跳槽的机会成本。 What are some of the prices our employees pay? Stress Travel/time away from home Effort/Concentration Long hours Can the price our employee pay to work here be significant higher or lower than the price you pay at another company? In return for the price that employee pays, what sorts of things from the company the employee get and also value in return? Money Recognition Praise Appreciation Benefits If our company provides what employee valued most highly beyond money, would the employee likely turn down 10 -15% higher salary from an alternative employer? * A process of managing rewards, usually in recognition of employee contribution (job size, performance, effort, length of service…) A reinforcing tool to underpin management priorities 步骤： 1、确定企业薪酬战略定位（薪酬水平，低中高？） 2、岗位评估（内部公平） 3、薪酬调查（发多少） 4、确定固定薪酬和浮动薪酬比例，设计奖金模式、津贴模式和长期激励模式等 5、每个人具体发多少？ 6、确定如何定期审核薪酬合理性和有效性 7、形成薪酬制度、奖金制度、福利制度和长期激励政策文件 * * 75% makes money while 5% are struggling. Co. which have good CNB structure are more successful. How to determine whether it is good or not: The co. knows what they are doing in CNB The targeted salary is a spread so that flexibility in recruiting, compensation management and performance differentiation can occur. The amount of deviation above and below the derived targeted salary depends on two key factors: The amount of internal inequity tolerance of salaries within the organization The differentiation of salaries within the market overall (i.e., the range of difference between market percentiles) 薪酬的内部均衡问题 内部均衡的目的是为了满足员工对薪酬公平性的要求。内部均衡失调有两种情况： 1、差距过大 差距过大是指优秀员工与普通员工之间的薪酬差异大于工作本身的差异，也有可能是干同等工作的员工之间存在着较大的差异。前者的差异过大有助于稳定优秀员工，后者的差异过大会造成员工的不满。 2、差距过小 差异过小是指优秀员工与普通员工之间的薪酬差异小于工作本身的差异。它会引起优秀员工的不满。 企业必须正视和关注薪酬的内部均衡问题，对员工薪酬差异的有效调节，可以稳定员工的情绪，提高工作效率。薪酬内部均衡的激励作用属于保健型激励，也就是说，当内部均衡适