如何根据薪酬调查数据制订薪酬策ppt课件

,Mercer Human Resource Consulting,Click to edit Master title style,#,First level bullet,Second level bullet,Third level bullet,Fourth level bullet,如何根据薪酬调查数据制订薪酬策略,2002,年8月,2002,年薪酬趋势与薪酬策略的选择,陆强,如何根据薪酬调查数据制订薪酬策略2002年8月2002年薪酬,Mercer Human Resource Consulting,您是否知晓以下问题的答案？,公司总是认为付的薪水已经很高了?为什么？,你有没有想过你领到的薪水总是太少?为什么?,Mercer Human Resource Consulti,Mercer Human Resource Consulting,您是否知晓以下问题的答案？,管理层与一般员工薪酬差距怎么才算合理?,怎么考虑部门间员工之间的薪酬差异？特别是业务和管理部门?,Mercer Human Resource Consulti,Mercer Human Resource Consulting,美世3,P,薪酬管理理念,职位说明,职位评估,目标设定,绩效考核,薪酬政策,人才发展,绩效管理体系,能力管理体系,职位体系,Mercer Human Resource Consulti,Mercer Human Resource Consulting,职位,业绩,个人,标准工资,奖金,职位评估,绩效评估,能力评价,津贴,市场系数,长期绩效,3,P,付薪理念,Mercer Human Resource Consulti,Mercer Human Resource Consulting,等级,$,基本工资,以岗位与能力付薪,Mercer Human Resource Consulti,Mercer Human Resource Consulting,以业绩付薪,现在,生活指数,$,年度,5,4,3,2,1,业绩评估,以业绩付薪,Mercer Human Resource Consulti,Mercer Human Resource Consulting,岗位职能分配,职能,职能,职能,责任范围,职位,职位,职位,职位,职位,职位,责任范围,职位,职位,职位,职位,职位,职位,公司,Mercer Human Resource Consulti,Mercer Human Resource Consulting,岗位说明书,职位说明书,结构规模,(财务及非财务),互相影响的网络,(内部、外部),责任范围,Mercer Human Resource Consulti,Mercer Human Resource Consulting,国际岗位评估系统（,IPE3）,团队,知识,复杂,性,创新,贡献,影响,框架,沟通,影响,沟通,创,新,知识,组织,宽度,4要素,10维,度,Mercer Human Resource Consulti,Mercer Human Resource Consulting,因素举例-沟通,1,2,3,1,2,3,4,4,5,沟通,交流,影响,谈判,策略性谈判,传达,内部共享的利益,外部共享的利益,内部分歧的利益,外部分歧的利益,在组织内说服持怀疑态度或不愿接受新概念、方法的人,在组织内向他人获取或提供信息,对外解释组织的做法或政策,Mercer Human Resource Consulti,Mercer Human Resource Consulting,因素举例-沟通,1,2,3,1,2,3,4,4,5,沟通,交流,影响,谈判,策略性谈判,传达,内部共享的利益,外部共享的利益,内部分歧的利益,外部分歧的利益,25,36,43,Mercer Human Resource Consulti,Mercer Human Resource Consulting,岗位评估分数转换表,职位级别,总分数幅度,职位级别,总分数幅度,职位级别,总分数幅度,Mercer Human Resource Consulti,Mercer Human Resource Consulting,岗位等级职位图,Mercer Human Resource Consulti,Mercer Human Resource Consulting,与等级相联的薪酬架构,薪,酬,岗位,等级,薪酬曲线,浮动,幅度,50,51,52,53,54,55,5,000,10,000,15,000,Mercer Human Resource Consulti,Mercer Human Resource Consulting,付薪依据,企业价值观与付薪理念,企业付薪能力,可吸引与保留人才的市场水平,Mercer Human Resource Consulti,Mercer Human Resource Consulting,薪酬与市场相结合,岗位名称:,会计,岗位等级:,48-49,BY NATIONALITY,BY INDUSTRY,ALL,JAPANESE,FOREIGN,AFFILIATED,CHEMICALS,PHARMA-,CEUTICALS,HIGHTECH,MACHINERY,CONSUMER,GOODS,FINANCIAL,SERVICES,D9,4.4,4.5,4.6,4.6,4.9,4.9,4.4,4.5,4.9,Q3,4.1,4.2,4.3,4.3,4.6,4.6,4.1,4.2,4.6,MED,3.6,3.7,3.8,3.8,4.1,4.1,3.6,3.7,4.1,Q1,3.4,3.5,3.6,3.6,3.9,3.9,3.4,3.5,3.9,D1,3.1,3.2,3.3,3.3,3.6,3.6,3.1,3.2,3.6,AVE,3.7,3.8,3.9,3.9,4.2,4.2,3.7,3.8,4.2,V/C,155,51,104,20,21,18,19,22,21,MED,0.7,0.8,0.9,0.9,1.2,1.2,0.7,0.8,1.2,AVE,0.7,0.8,0.9,0.9,1.2,1.2,0.7,0.8,1.2,V/C,150,49,101,19,21,18,17,22,21,D9,2.1,2.2,2.3,2.3,2.6,2.6,2.1,2.2,2.6,Q3,1.9,2.0,2.1,2.1,2.4,2.4,1.9,2.0,2.4,MED,1.4,1.5,1.6,1.6,1.9,1.9,1.4,1.5,1.9,Q1,1.2,1.3,1.4,1.4,1.7,1.7,1.2,1.3,1.7,D1,0.8,0.9,1.0,1.0,1.3,1.3,0.8,0.9,1.3,AVE,1.3,1.4,1.5,1.5,1.8,1.8,1.3,1.4,1.8,V/C,155,51,104,20,21,18,19,22,21,D9,6.4,6.5,6.6,6.6,6.9,6.9,6.4,6.5,6.9,Q3,6.2,6.3,6.4,6.4,6.7,6.7,6.2,6.3,6.7,MED,5.7,5.8,5.9,5.9,6.2,6.2,5.7,5.8,6.2,Q1,5.4,5.5,5.6,5.6,5.9,5.9,5.4,5.5,5.9,D1,5.3,5.4,5.5,5.5,5.8,5.8,5.3,5.4,5.8,AVE,5.7,5.8,5.9,5.9,6.2,6.2,5.7,5.8,6.2,V/C,155,51,104,20,21,18,19,22,21,D9,1.7,1.8,1.9,1.9,2.2,2.2,1.7,1.8,2.2,Q3,1.6,1.7,1.8,1.8,2.1,2.1,1.6,1.7,2.1,MED,1.2,1.3,1.4,1.4,1.7,1.7,1.2,1.3,1.7,Q1,0.6,0.7,0.8,0.8,1.1,1.1,0.6,0.7,1.1,D1,0.4,0.5,0.6,0.6,0.9,0.9,0.4,0.5,0.9,AVE,1.1,1.2,1.3,1.3,1.6,1.6,1.1,1.2,1.6,V/C,124,32,92,16,17,14,17,19,20,D9,0.8,0.9,1.0,1.0,1.3,1.3,0.8,0.9,1.3,Q3,0.7,0.8,0.9,0.9,1.2,1.2,0.7,0.8,1.2,MED,0.6,0.7,0.8,0.8,1.1,1.1,0.6,0.7,1.1,Q1,0.4,0.5,0.6,0.6,0.9,0.9,0.4,0.5,0.9,D1,0.2,0.3,0.4,0.4,0.7,0.7,0.2,0.3,0.7,AVE,0.5,0.6,0.7,0.7,1.0,1.0,0.5,0.6,1.0,V/C,41,9,32,4,6,7,3,4,7,D9,7.1,7.2,7.3,7.3,7.6,7.6,7.1,7.2,7.6,Q3,6.8,6.9,7.0,7.0,7.3,7.3,6.8,6.9,7.3,(4+5+6),MED,5.9,6.0,6.1,6.1,6.4,6.4,5.9,6.0,6.4,1.基本工资,2.津贴,3.固定奖金,4.固定现金收入,(1+2+3),5.可变奖金,6.利润共享,7.总现金收入,Q1,5.5,5.6,5.7,5.7,6.0,6.0,5.5,5.6,6.0,D1,5.3,5.4,5.5,5.5,5.8,5.8,5.3,5.4,5.8,AVE,6.1,6.2,6.3,6.3,6.6,6.6,6.1,6.2,6.6,V/C,155,51,104,20,21,18,19,22,21,D9,5.1,5.2,5.3,5.3,5.6,5.6,5.1,5.2,5.6,Q3,4.5,4.6,4.7,4.7,5.0,5.0,4.5,4.6,5.0,MED,4.1,4.2,4.3,4.3,4.6,4.6,4.1,4.2,4.6,Q1,3.8,3.9,4.0,4.0,4.3,4.3,3.8,3.9,4.3,D1,3.5,3.6,3.7,3.7,4.0,4.0,3.5,3.6,4.0,AVE,4.2,4.3,4.4,4.4,4.7,4.7,4.2,4.3,4.7,V/C,150,49,101,19,21,18,17,22,21,D9,12.1,12.2,12.3,12.3,12.6,12.6,12.1,12.2,12.6,Q3,11.9,12.0,12.1,12.1,12.4,12.4,11.9,12.0,12.4,MED,10.7,10.8,10.9,10.9,11.2,11.2,10.7,10.8,11.2,Q1,9.8,9.9,10.0,10.0,10.3,10.3,9.8,9.9,10.3,D1,7.8,7.9,8.0,8.0,8.3,8.3,7.8,7.9,8.3,AVE,8.9,9.0,9.1,9.1,9.4,9.4,8.9,9.0,9.4,V/C,155,51,104,20,21,18,19,22,21,8.福利,9.薪酬总成本,(7+8),相同或不同的职位之间比较,比,较各公司之间基本工资，津贴，奖金和,福利费用等薪酬数据,美,世市场薪酬调研报告,职,位等级,0,5,000,10,000,15,000,20,000,25,000,30,000,35,000,40,000,44,45,46,47,48,49,50,51,52,53,54,55,56,57,58,59,60,61,62,63,10,P,90,P,中线,10,P,中线,90,P,黑,线：,本,公司,红线,：行业平均,趋势线：总现金收入,本,公司,行业,平均,Mercer Human Resource Consulti,Mercer Human Resource Consulting,市场竞争力水平分析,0,20000,40000,60000,80000,100000,120000,140000,市场中上水平,A,公司,市场中值,B