新酬管理-工具和技术(英文)2(PPT30页)

To achieve simplicity in operations as an aid to staff understanding and to minimize administrative effort;
To operate effective systems of controlling salary costs and the administrative procedures required to achieve the above aims at the least cost to the organiza Structures
Be appropriate to the needs of the organization, in terms of its:
- culture, size and the degree in which changes take place
Provide scope for rewarding high-flyers while still providing appropriate rewards for the majority of employees.
Ensure that rewards are given in line with performances and achievements.
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;
Each salary grade consists of a salary range or band.
The jobs allocated to a salary grade are assumed to be broadly of the same level – normally the same minimum and maximum rates, which correspond with grade boundaries.
Administration
Planning, Budgeting, Monitoring, Evaluating
Role clarity and accountability.
Facilitates administration and performance management.
Competitive wage policies and practices.
Influence employees’ work attitudes and behaviour.
Attract talents. Retain talents. Motivate employees.
Comply with regulations. Consistency in policy administration.
To maintain consistency in methods used to fix and review salary levels and differentials;
To provide for progression within the salary structure in accordance with performance and level of responsibility;
The Strategic Compensation Model
Concepts
Compensation Techniques
Compensation Objectives
Internal equity
Job
Job
Job
Job
Analysis Description Evaluation Grades
External equity
Market Salary Definitions Surveys
Policy
Pay
Lines Structures
Employee equity
Seniority Performance Increase Increases Evaluation Guidelines
Graded Salary Structures
A typical graded structure consists of a sequence of salary grades or ranges, each of which has a defined minimum and maximum. It is assumed that all the jobs allocated into a grade are broadly of the same value, although actual salaries earned by individuals will depend on their performance or length of service.
To ensure that a sufficient number of suitable staff is attracted to join the organization;
To encourage suitable staff to remain with the organization;
The design and maintenance of salary structures; The operation of salary progression systems; The administration and control of salary reviews; The design and operation of bonus schemes; The provision of employee benefits and other
Graded Salary Structures
All jobs are allocated into salary grade within the structure on the basis of an assessment of their internal and external value to the organization.
Provide a basis for career planning which will motivate ambitious employees with high potential.
Facilitate consistency in the treatment of varying levels of responsibility and performance.
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.
Across the board cost of living or market rate increases will usually result in an increase to the minima and maxima of each grade. All the jobs in an organization may be covered by the same structure of salary ranges or there may be different structures for different levels or categories of jobs.
Compensation Management
The 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
To operate the salary system fairly and convince the staff that the system is fair;
To maintain a flexible salary system which will accommodate changes in the market rates for different skills and in the company’s organization structure;
- need for flexibility - type and level of employees to be covered
Be flexible in response to internal and external pressures, especially those related to market rates and skill shortages.