201216ul43olajloqeve7u爱立信薪酬体系

Netsalesperemployee人均净销售额Netsales净销售额totalno.ofemployees员工总数EmployeecostvsOPEX员工费用/营运费用•OPEXrunrate/totalturnover营运费用/总营业额•Employeecost/OPEXrunrate员工费用/营运费用HowtobuildHRmanagementintobusinessprocess?如何把HRM建立到业务流程？HRrewardsystemHR奖励机制Companyfinancialobjectives公司财务目标Humancapitalindex人力资本指数Customersatisfaction客户满意度KeyelementsofHRoperation人力资源运作的关键要素组织设置Organizationaldesign\M&A人员配置、人才招聘resourceplanning&staffing薪酬体系C&B设定目标/指标量化Settingobjectives&measurement培训和能力发展Training&competencedevelopment绩效评估和反馈Performanceevaluation&feedbackMotivationcharacteristicsofSuccessfulCompanies成功企业激励机制的特点•supportcompanystrategyanddevelopment配合公司战略和发展•fullyalignwithcompanygoals不偏离公司目标•eachmotivationactionhasitsspecificobjective任何一个激励机制都有它特定的目的•flexibility,fitintoindividual’sdesires因人而异MOTIVATION激励机制企业运作环境Businessenvironment(industry,globalization,marketcompetitiveness)企业文化Companyculture品牌brand员工的价值Valueofstaff工作，机会，工资，奖金，奖励，股票，国外工作机会，教育，培训，管理风格，工作环境，组织结构，工作效率仁者见仁，智者见智的薪酬体系人力资源管理的灵魂直接影响公司财务运作人力资源管理中技术/技巧难度最大的部分管理的平台最直白的竞争既灵活又抽象，为我所用C&BProgramManagementCycle薪酬体系管理流程Organization’sStrategy组织战略HumanResourcesStrategy人力资源战略C&BStrategy薪酬战略ProgramEvaluation体系评估Administration&Implementation操作执行ProgramDesign体系设计Communication&Training沟通与培训FactorstobeconsideredinC&BStrategy薪酬战略的考虑因素CustomerValue客户价值•Price价格•Quality质量•Service服务OrganizationValue组织价值•FinancialResult财务结果•Org.Performance组织结果EmployeeValue员工价值•C&B薪酬•Otherreturns其他回报C&BStrategy薪酬战略C&BObjectives薪酬目标•Attract吸引•Retain保留•Motivate激励Employees员工Company公司AchieveObjectives达到公司目标KeyElementsofC&B薪酬福利的关键要素•IPE(InternationalPositionEvaluation)System国际职位评估系统•C&BPackage薪酬内容•PerformanceManagement绩效管理IPE-InternationalPositionEvaluationIPE-国际职位评估系统-AHumanResourcetoolwhichmeasurestheimpactandcontributionofeachposition一种人力资源的工具，用来衡量每个职位的影响和贡献Salarysurveytobenchmarkcompetitiveness用于工资调查以衡量竞争力Establishsalarylevelandstructure用于建立工资水平及结构Facilitaterecruitment用于招聘Facilitatecareerplanning用于职业发展的计划Promotionandjobrotation用于升职和工作变动时的职位评估Organizationdevelopment用于组织发展时的职位评估TheFourIPEFactorsIPE的四个要素Factor1:Impact影响力Factor2:Communication沟通Factor3:Innovation创新精神Factor4:Knowledge知识技能Factor1:Impact影响力Contribution贡献Impact影响力Organization组织大小•Sizeoforganization组织大小•Influenceonit’sareaofresponsibility/operation对于职责范围内的影响Factor2:Communication沟通Position’sresponsibilityforcommunicationsbothwithinandoutsidetheorganization职位要求的对内部及外部的沟通Frame架构(内部或外部)Communications沟通Factor3:Innovation创新精神Identify,developandmakeimprovementtonewideas,techniques,procedures,services,orproducts发现、发展、改进新的想法、技术、程序、服务或产品Complexity复杂性Innovation创新Factor4:Knowledge知识技能Teams团队Breadth宽度Knowledge知识技能Knowledgerequiredinjobtoaccomplishobjectiveandcreatevalue完成工作并增加价值所需的知识技能StepstosetIPESystem设定IPE的步骤Step1Establishworkingcommittee建立工作组Managementteamreviewandapprove管理层审核并批准Step6CalculateIPEscoreandsecondinterviewlinemanager算出IPE分数并与经理第二轮面谈Step5Firstinterviewlinemanager与经理第一轮面谈Step4Reviewjobdescriptionanddesignchecklistquestions回顾工作描述并设计相关问卷Step3UnderstandIPEsystemanddefineroleofeachparty了解IPE系统并规定每一方的职责Step2C&BPackage薪酬内容competitiveinthemarkettoattract,retainandmotivate保持市场竞争力从而吸引、保留、激励员工Compensation薪酬FixedSalary固定工资VariablePay浮动工资•ShortTermincentive短期激励奖金•SalesIncentive销售奖金•Performancebonus绩效奖金Benefits福利•SocialInsurance社会保险•HousingFund住房公积金•Supl.HousingFund补充住房基金•Sportsallowance运动补贴•Leave&holiday休假•Life&MedicalInsurance人寿和医疗保险•OverseasTravelInsurance境外旅行保险•Transportation交通•Mealallowance饭补•Others-welfare,rewarding其他...•BaseSalary基本工资•13MonthsSalary年底双薪•OvertimePayment加班工资•TravelAllowance出差补贴StockOption股票期权C&BPackageDesigningPrinciples薪酬设计原则•Externallycompetitive外部竞争力•Internallyequitable内部公平性•CostAffordable&Appropriate成本承受力及合理性•Understandable员工及公司的认同性•Efficienttoadminister便于操作ExternallyCompetitive外部竞争力•Selectcompetitors.选定竞争对手•Selecttheappropriatetypeofsurvey选择适当的市场调查•Determinecurrentmarketposition了解目前在市场上的位置•SettargetonMarketpositioning设定市场定位目标(e.g.25P,50P,75Por90P)•AdjustC&Bpoliciesaccordingly相关薪酬政策调整Whoareourreference?我们和谁比较？XX的薪酬参照物？0100,000200,000300,000400,000500,0004445464748495051525354555657585960PositionClassRmb20022001April2001OctoberOverallVariance总述2002Aprilfixedsalaryis3%and2%higherthan2001Apriland2001Octoberrespectively.2002年4月市场工资比2001年4月和10月分别增长了3%和2%。AtIPE60Level2002Aprilis15%higherthan2001Apriland5%morethan2001October.IPE60的员工，2002年4月市场工资比2001年4月和10月分别增长了15%和5%。Example1：MarketSurveyDataAnalysis举例1：市场调查数据分析-MarketMovement市场移动0500001000001500002000002500003000004243444546474849505152535455565758596090P75P50P25PIPEAnnualTotalCash-OneCompany’spositioninthemarket公司在市场上的位置Example2：MarketSurveyDataAnalysis举例2：市场调查数据分析InternallyEquitable内部公平性•BasePay-SystematicSalaryStructure基本工资--系统的工资结构•VariablePay-basedonCo.’sachievement.浮动奖金--与公司业绩挂钩•Benefits-secureprogramforeveryemployee福利计划-为每位员工提供保障•StockOptions-toretain&motivatekeycontributors股票期权--保留和激励关键员工•PerformanceManagement-Standardmeasurements绩效管理--统一的衡量标准Internalequityisreflectedinthefollowingareas:内部公平性反映在以下方面：CostAffordable&Appropriate成本承受力及合理性-FinancialAnalysis费用的管理•C&BCostForecast-decidesifit’safford