有效的薪酬管理

Asjobdemandsincrease,paysatisfactiondecreases…Aspayincreases,sodoespaysatisfaction…Theattractivenessofajobdecreasesaspaydissatisfactionincreases…Peoplearenotattractedtojobsthathavelowrewardsattachedtothem…Asoundcompensationsystemcanincreaseyourcompany’scompetitiveness,whenproperlyalignedtostrategicgoalsFebruary23-25,2004Shanghai,HolidayInnCrownePlazaHotel2004年2月23-25日上海銀星皇冠假日酒店有有效效的的薪薪酬酬管管理理EEffffeeccttiivveeCCoommppeennssaattiioonnMMaannaaggeemmeennttAAtthhrreeeeddaayysseemmiinnaarrccoonndduucctteeddiinnPPuuttoonngghhuuaa--三三天天研研讨讨会会将将以以普普通通话话授授课课HRBusinessSolutions(Asia)LtdCreatingPragmaticSolutionsHRBSDon’tmissourearly-birddiscount!SeminarContentSession1StrategizingCompensationforOrganizationPerformance如何策划促进公司业绩表现的薪酬系统StrategicTotalCompensationManagement策略性的全方位报酬管理FixedPay,VariablePay,BenefitsandPerquisites固定及浮动薪酬、福利及特殊待遇的功效Short-term&Long-termIncentives短期及长期性的奖励PayforPerformanceModel以业绩为本的薪酬模式Session2DefiningPosition薪酬策略中的职位界定What,Why,How什么是职位界定,为何要界定职位及其方法RoleDefinition–Scope,Objectives,Competencies职责的界定－范围、目标及有关的技能Session3EvaluatingPosition职位评估Concept&MethodsofPositionEvaluation职位评估的理念及方法Ranking,Classification,FactorComparison,PointMethod,MarketPricing级别评估法,分类方法,要素比较法,计分法及市场薪资衡量法UsesofPositionEvaluation职位评估系统之应用Session4PaySurveysandBasicStatisticalMeasures薪酬调查及基础统计法SurveyTypesandChoices调查的种类及选择MethodsofAnalyzingandUsingSurveyData分析方法及调查资料的应用StatisticalPayRates&Problem-SolvingAnalysis薪酬统计及解决问题的分析方法Session5DevelopingPayStructures建立薪酬架构PayRelationshipsandtheirSignificance薪酬与职位的关系及其影响DevelopingPayGrades,MidPointsandRanges建立薪酬级别、中位点及幅度StrategiesforTransitioningtoNewPayStructure过渡至新的薪酬制度的策略Exercise–DevelopingPayStructures习作:建立薪酬架构Session6ManagingCompetency技能管理ConstructingCompetencyModels建立技能模块CompetencyDescriptors技能素描BehavioralEventInterview(BEI)如何进行确定行为表现的面谈以界定技能Exercise–BuildingaGenericCompetencyModel习作:建立通用的技能模块Session7RewardingCompetencies如何回报技能CompetencyRatingandPay技能评估及报酬RewardModelsinAllocatingPayIncreaseBasedonCompetencies根据技能而制定的薪酬模式Session8PayingforResults–IncentiveCompensation论功行赏-奖励性的报酬PerformanceMeasuresandIncentives业绩评估及奖励StructuringDeferredIncentivesforRetention建立缓期的奖励计划以保留人才StockOptions,StockAward&Long-TermCash股票期权,股票奖励及长期效应的现金奖励Exercise–DevelopingaDeferredCashCompensationPlan习作:建立缓期发放的奖励计划Session9DesigningaShort-termIncentivePlan设计短期效应的奖励方案DesignConsiderations各种考虑因素PerformanceMeasuresandIncentivePayoutModels业绩评估及奖励的发放模式MethodsofAllocatingProfitfromCompanytoIndividuals让雇员分享公司营利的方法Session10SettingIndividualGoalandAssessingPerformance制定个人工作目标及评估业绩表现DefiningObjectives目标的定义AssessingResults评估业绩成果MethodsofProgressingSalaryBasedonPerformanceResults根据业绩成果制定渐进式的薪酬系统Purpose目的-Tohelpthosewhoareinterestedtounderstandhowcompensationcanempowertheworkforcetobringaboutincreasedfinancialsuccessforboththeemployeesandtheorganization通过这次研讨会，参加者将明了有效的报酬方案如何帮助提升机构及员工的工作效能，增加个人财富及公司利润Audience研讨会对象-CompensationandHumanResourcesPractitioners从事人力资源工作及负责雇员报酬的有关人士Benefits效益Attheendoftheseminar,participantswilllearn:透过研讨会,参加者能够掌握-Astrategicandperformancedrivenconceptofcompensation具策略性及以业绩为本的报酬理念-Aconciseandintegratedmethodofdefiningorganizationroles以简明及综合的方法去界定岗位对机构之影响-Variousmethodsofevaluatingpositions各种评估职位的方法-Methodsofmaximizinguseofmarketsurveydata对薪资调查的结果作最有效的运用-Basicstatisticsincompensationmanagement薪酬管理的基础统计学-Howtodeveloppaystructuresandadjustindividualsalaries如何建立薪酬体制及进行薪金调整的技巧-Howtoconstructcompetencyframework如何建立技能框架-Variousmodelsofrewardingcompetencies回报技能的各种方案-Howtodevelopincentiveplansandpayforresults如何建立奖励方案及回报业绩-Howtostructuredeferredcompensationforretentionofcriticaltalent如何建立有长期效应的奖励计划以保留优秀人才-Howtosetindividualgoalsandpayforresults如何订立个人工作目标及回报业绩Date/Location日期/地点-February23-25,2004--ShanghaiHolidayInnCrownePlazaHotel上海銀星皇冠假日酒店SeminarLeader讲师Internalworkshopforindividualfirmcanbecustomizedandarranged.HRBS乐意为个别公司安排内部工作会PleasecontactHRBSat(852)25242008ElaineNg(黄淑卿)是创意人力(亚洲)的创办人之一及首席顾问。她于2003年4月获美国人力资源协会(SHRM)的邀请,在第26届周年会议及博览会进行演说(AnnualConference&ExpositionoftheSHRMGlobalForuminLosAngeles,California,USA)。由于其杰出的表现,她再次获邀出席2004年3月美国人力资源协会国际论坛(SHRMGlobalForuminBalHarbor,Florida,USA)。黄淑卿拥有10年商业及13年在亚太区担任顾问工作的经验。她曾参与的咨询工作包括组织架构设计、职位定义、职位评估、设计薪酬发放方案、技能模型、绩效管理系统、销售人员奖金方案、行政人员长期奖励方案如现金、股权及股份奖励方案。她拥有深厚有关市场薪酬及机构绩效标准的咨询经验。在创办创意人力(亚洲)前,她曾担任CorporateResourcesGroup(CRG)的新加坡、印尼以及北亚洲总裁,负责香港、中国、台湾及韩国业务。她亦曾出任MercerExecutiveResourcesConsulting,主管行政人员薪酬咨询业务。同时,她兼任为WilliamM.Mercer大中华地区人力咨询总监。在从事顾问工作之前,黄淑卿曾在电子及医疗行业担任人力资源部总监兼企业秘书。ElaineisaCompanySecretary(ACIS)bytrainingfromtheICSA,London,andhasaMasterofBusinessAdministration(MBA)fromBrunel,UniversityofWestLondon.SheisacurrentCertifiedCompensationProfessional(CCP)fromWorldatWork(formerAmericanCompensationAssociation),havingacquiredhercertificationentirelyintheUnitedStates,andattendedtheAdvancedManagementProgramatOxfordUniversity.ShespeaksEnglishandMandarin.EffectiveCompensationManagementFebruary23-25,2004/ShanghaiHolidayInnCrownePlazaHotel2004年2月23-25日/上海銀星皇冠假日酒店Feeexcludestaxand/orbankcharges.HRBSshallreceivetheamountstatedaboveinfull.Toguaranteeadmissionintotheseminar,feemus