偉氏顧問的人力資源薪酬設計方案

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HuaweiTechnologies,Co.,Ltd.By:ElaineNgMercerExecutiveResourcesConsulting(MERC)Tel:852-21152088;Email:enskcrg@設定薪酬結(jié)構(gòu)

DevelopingSalaryStructure設定薪酬結(jié)構(gòu)之考慮因素

DevelopingSalaryStructure-ConsiderationsBasePayPolicy基本薪酬政策DecideCompetitiveReferenceSalary

決定具有競爭性的標準工資DecideSalaryRanges制定工資幅度RangeOverlap幅度重疊SignificanceofSalaryRange工資幅度的重要性Howmanystructures?多少個結(jié)構(gòu)?OversandUnders高出/底於工資幅度薪酬政策

CompensationPolicy$Grade級別標準工資ReferenceSalary定下最經(jīng)濟的標準工資以支付公司架構(gòu)圖Definethemosteconomicreferencesalarytopayfortheorganizationchart建立最少增加幅度之標準工資Establishthesmallestpossibleincreaseofreferencesalary中國市場數(shù)據(jù)MarketDataonChina-

上海製造業(yè)

ShanghaiManufacturingWOFE(1)

DataasatApril199990百分比90thPercentile75百分比75thPercentile中位數(shù)Median25百分比25thPercentile10百分比10thPercentileRMBPositionClass中國市場數(shù)據(jù)

MarketDataonChina-

上海製造業(yè)

ShanghaiManufacturingWOFE(2)

DataasatApril1999貴公司以及市場比較

YourCompanyvstheMarketComparison75百分比75thPercentile中位數(shù)Median25百分比25thPercentile貴公司回歸線YourcompanytrendlineRMBPositionClass貴公司以及市場比較

YourCompanyvstheMarketComparison年初 年中 年末StartYear Mid EndYear年初 年中 年末StartYear Mid EndYearLAG

落后LEAD

領先LEAD-LAG

落后-領先之間基本薪金政策BasePayPolicy13201100900120010008001320110080013201100800建立競爭工資

DevelopCompetitiveSalariesRMBGradePC4142434445464748495051525354555657GradeorPositionClass一個等級=一個標準工資OneGrade=OneReferenceSalary

標準工資=競爭報酬=招聘標準ReferenceSalary=CompetitivePay=RecruitmentStandard利用幅度制定工資架構(gòu)

DevelopSalaryStructurewithRangesa b c=Mid-PointProgression中點增加率a1-a2 =b1-b2 =RangeSpread幅度c1-c2 = Question:Howmuchshouldbethemid-pointprogression(%)betweengrades?Howwideshouldtherangesbe?Howmuchshouldtherangeoverlap?}GradeRMB制定幅度

DevelopingSalaryRange 由中點開始(或標準工資)StartwithMid-Point(orReferenceSalary)

決定幅度DecideRangeSpread

定最低工資EstablishMinimum

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