新酬管理工具和技术（英文）.pptxVIP

Salary Survey based on Hay Method;Internal equity;Compensation Management;Aims Of Salary Administration;Aims Of Salary Administration;Components Of Salary Administration;Compensation Tools and Techniques;Criteria for Pay Structures;Graded Salary Structures;Graded Salary Structures;Make-up of a Salary Grade;Salary Structure : Ratio Method;Salary Structure : Ratio Method;Salary Structure : Dispersion Method;Salary Structure : Dispersion Method; The learning zone covers the period when a person is on his ‘learning curve’, familiarizing himself with the knowledge and skills required if he is to become fully competent. The length of time to go through this zone will vary according to the individual’s experience, competence and ability to learn. It would be accepted that someone might enter the range at any point in this zone, from bottom to top, depending on experience. ; The qualified zone covers the period when the job holder continues to increase his capacity to do the work and to improve his performance. The minimum salary in this zone should be the market rate for the job, so far as this can be ascertained, the assumption being that the market rate is the salary level required to attract a competent individual from another job to join the company.The mid-point in this zone, which is also the mid-point of the grade, is the salary level which all competent employees would be expected to achieve. This is above the market rate in order to retain these individuals. An employee who is no more than competent could stop at this point, but most would continue to advance until they reach the top of the qualified zone, which would be regarded as the normal maximum for the job. Many such employees would in any case be promoted to a higher grade before they reach the upper limit of this zone.; The premium zone is reserved for those employees, especially in the higher grade jobs, who achieve exceptional results but for whom suitable promotion opportunities do not exist. T