《薪酬管理的工具和技术》(英文版)_2.pptxVIP

Compensation Management : Tools and Techniques;;; Strategic Components of Human Resources ;Internal equity;What is Job Evaluation?;Principles For Job Evaluation; Job Evaluation : 3 Main Methods;Job Classification Method adopted by Academic Institutions such as Universities;Job Evaluation: The Point Method;The Point Method;;The Point Method;The Guide-Chart Profile : Hay Method;The Guide-Chart Profile : 4 Critical Observations;The Guide-Chart Profile : Hay Method;The Guide-Chart Profile Method : Know-How;The Guide-Chart Profile Method : Know-How;Depth Of Know-How A. Education to post –primary level B. Practiced in standard work routines and /or use of simple equipment and machines C. Procedural or systematic efficiency and use of specialized equipment D. Specialized skill gained by on-the-job experience or through part professional qualification E. Understanding of theoretical principles normally gained through professional qualification or through a detailed group of involved practices and procedures F. Seasoned proficiency in a highly specialized field, gained through experience built on theories or a broad and deep understanding of complex practices G. Mastery of principles, practices and theories gained through wide experience and/or special development H. Unique command of principles, theories and practices ;Breadth Of Know-How I. Non or minimal – Performance or supervision of jobs which have closely specified objectives II. Homogeneous – Integration of operations which are homogeneous in nature and objective, and coordination with associated functions III. Heterogeneous – Integration or coordination of diverse functions or sub-functions in a company; or inter-company coordination of a tactical function IV. Broad – Integration of the major functions in an operating company; or group-wide coordination of a strategic function affecting policy formation V. Total – The management of strategic functions and policy formation ;Human Relations Skills 1. Basic –