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,*,Click to edit Master title style,Click to edit Master text styles,Second level,Third level,Fourth level,Fifth level,Copyright,Pay&Reward,for,Huawei Technologies,Co.,Ltd.,設定薪酬結構,Developing Salary Structure,設定薪酬結構之考慮因素,Developing Salary Structure-Considerations,Base Pay Policy,基本薪酬政策,Decide Competitive Reference Salary,決定具有競爭性的標準工資,Decide Salary Ranges,制定工資幅度,Range Overlap,幅度重疊,Significance of Salary Range,工資幅度的重要性,How many structures?,多少個結構?,Overs and Unders,高出/底於工資幅度,薪 酬 政 策,Compensation Policy,$,Grade,级 别,标 准 工 资,Reference,Salary,定下最经济的标准工资以支付公司架构图,Define the most economic reference salary to pay for the organization chart,建立最少增加幅度之标准工资,Establish the smallest possible increase of reference salary,中國市場數據,Market Data on China-,90百分比,90,th Percentile,75,百分比,75,th Percentile,中位數,Median,25,百分比,25,th Percentile,10,百分比,10,th Percentile,RMB,Position Class,市場比較,RMB,Position Class,基本薪金政策,1200,1000,800,1320,1100,800,建 立 竞 争 工 资,Develop Competitive Salaries,RMB,Grade,PC,41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57,Grade or Position Class,利用幅度制定工资架构,Develop Salary Structure with Ranges,Grade,RMB,中点增加率,Mid-Point Progression,Gradual,逐渐的,Moderate,稳健的,Steep,陡斜的,10%,10%,15%,15%,30%,30%,More grades,多级别,Less grades,少级别,幅度重叠,Range Overlap,Grade,Grade,Grade,RMB,RMB,RMB,幅度重叠,Range Overlap(2),How much?,多少,幅度的重要性,Significance of Salary Range,Q4,Q2,Q3,Q1,多少结构,How Many Structures?,市场特色,Market Characteristics,内部平衡,Internal Equity,外部竞争力,External Competitiveness,管理概念,Management Philosophy,$,中值前进,mid-point progression,Reference Salary,标准工资,Grades,等级,超过/低过 工资幅度,Overs and Unders,
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