人力资源薪酬设计方案-2.ppt

文档介绍：人力资源薪酬设计方案-2
利用幅度制定工资架构Develop Salary Structure with Ranges
a b c = Mid-Point Progression 中点增加率
a1 - a2 =
人力资源薪酬设计方案-2
利用幅度制定工资架构Develop Salary Structure with Ranges
a b c = Mid-Point Progression 中点增加率
a1 - a2 =
b1 - b2 = Range Spread 幅度
c1 - c2 =
Question:
How much should be the mid-point progression (%) between grades?
How wide should the ranges be?
How much should the range overlap?
}
Grade
RMB
制定幅度Developing Salary Range
由中点开始 (或标准工资)
Start with Mid-Point (or Reference Salary)
决定幅度
Decide Range Spread
定最低工资
Establish Minimum
定最高工资
Establish Maximum
定最低工资Establishing Minimum
最低
Minimum
Mid-Point 中点
1 +
Range
2
=
(
(
.
Rmb 1,000
1 +
50%
2
=
(
(
Rmb 1,000

=
Rmb 800
=
Rmb 1,000
1 +
50%
2
(
(
= 1 + (25%)
= 1 +
= 1 +
=
25
100
幅度
定最高工资Establishing Maximum
最高 最低 幅度
Maximum = Minimum x (1 + Range)
= Rmb 800 x (1 + 50%)
= Rmb 800 x
= Rmb 1,200
幅度
 Range = Minimum Rmb 800 最低
Mid-Point Rmb 1,000 中点
Maximum Rmb 1,200 最高
1 + 50%
= 1 +
= 1 + ()
=
50
100
(
(
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 (2)
How much ? 多少
一个级别的幅度一般不超过三个其他级别的重叠
The range span of any one grade should not overlap much more than three other grades
幅度的重要性Significance of Salary Range
Q4
Q2
Q3
Q1
中点 = 竞争性工资
Mid-Point = Competitive Pay
Maximum 最高点
Minimum 最低点
一般期望 = 标准工资
Standard Expectation = Reference Salary
- Performance 工作表现
- Competencies 技能
- Years in service 服务年期
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
谢谢