2023报酬制度：形式、基础、及报酬的分布.pptVIP

報酬制度：形式、基礎、及報酬的分佈除了績效外，還有哪些因素可以作為制訂薪資的依據？何種因素決定薪資的水準、基礎、分佈、及形式？報酬在組織內的分佈情形是否應該完全讓員工知悉？1 薪資報償的基礎：工作、職位、技能、及年資。2 薪資報償的基礎：工作、職位、技能、及年資。Hay Points and Job Evaluation薪點制及工作評估。地位基礎。年資基礎。技能、知識基礎。3 薪資報償的基礎：工作、職位、技能、及年資。?Job EvaluationSkill-basedCompetencies-basedWhat is valuedCompensable factorsSkill blocksCompetenciesQuantify the valueFactor degree weightsSkill levelsCompetencies levelsMechanisms to translate into payAssign points that reflect criterion pay structureCertification and market pricingCertification and market pricing4 薪資報償的基礎：工作、職位、技能、及年資。Job-based structures tell workers that performing jobs that add greater value to the organization is the way to advance and increase payA structure based on skills/competencies signals to employees that advancement coupled with pay increases depends on continuously learning relevant information?The competencies lies within the person, not the work itself5 Three major phases of pay-setting process:Identifying a hierarchy of jobs by worth, using some kind of a job evaluation methodology.Investigating the marketplace to identify what other organizations are paying workers in comparable jobs.Combining job worth data and market data in some unique manner that results in an organizational pay structure.Job EvaluationSurveying market payDesigning a pay structure6 Job Evaluation: The process in which the organization decides the relative internal worth relationships of jobs. Worth relates to the importance of the job or its contribution to the overall attainment of the goals and objectives of the organization. 7 Job Evaluation: Q: The usual end result of job evaluation is a hierarchy of jobs or groups of jobs in the organizations. Should these hierarchies be based on the jobs’ content, their value or on some combination of it?Q: Do competencies take on value by virtue of their internal fit with the mission of the organization, by their value in the external market, or by some combination?Q: Is job evaluation a measurement or merely a