薪酬管理工具和技术（英文）2 .pptxVIP

Salary Survey based on Hay MethodHay Point RangeUpper Quartile (Q3) Salary Formula200 - 300144.89 * HP - 1648301 - 400165.55 * HP - 7845401 - 500195.67 * HP - 19,893501 - 600176.16 * HP - 10,140601 - 700194.51 * HP - 21,145701 - 800168.63 * HP - 3029The Strategic Compensation ModelConceptsCompensation ObjectivesCompensation TechniquesRole clarity and accountability.Facilitates administration and performance management.Competitive wage policies and practices.Influence employees’ workattitudes and behaviour.Attract talents.Retain talents.Motivate employees.Comply with regulations.Consistency in policyadministration.InternalequityJobAnalysisJobDescriptionJobEvaluationJobGradesExternalequityMarketDefinitionsSalarySurveysPolicyLinesPayStructuresEmployeeequitySeniorityIncreasesPerformanceEvaluationIncreaseGuidelinesAdministrationPlanning, Budgeting, Monitoring, EvaluatingCompensation ManagementThe fundamentals of salary administration Salary administration is concerned with deciding how and what staff should be paid and with the techniques and procedures for designing and maintaining salary structures, rewarding staff and exercising salary control.Aims Of Salary Administration The basic aims of salary administration are to attract, retain and motivate staff by developing and maintaining a competitive and equitable salary structure. To ensure that a sufficient number of suitable staff is attracted to join the organization; To encourage suitable staff to remain with the organization; To develop and maintain a logical salary structure which achieves equity in the pay for jobs of similar responsibility and consistency in the differentials between jobs in accordance with their relative values;To ensure that salary levels match market rates;To keep the salary levels adjusted in line with increases in the cost of living;Aims Of Salary AdministrationTo maintain consistency in methods used to fix and review salary levels and differentials;To provide for progression within the sa