新酬管理-工具和技术（英文）3

JobGrades&SalaryRangesCompa-ratios(CR)acompa-ratio(comparativeratio)isameasureoftheextentwhichtheaveragesalariesinagradedeviatefromthetargetsalary.itisusedtocompareactualaverageswiththetargetsalarytoindicatetheextentwhichsalarylevelsarehighorlow.theformulaforcalculatingacompa-ratiois:Averageofallsalariesinthegrade---------------------------------------------------------------------------------------------------------------------------------------------------------------x100Midpointofthesalaryrangeacompa-ratioof100indicatesthattheaveragesalaryisalignedtothemidpointofthesalarygradeandnocorrectivestepsneedtobetaken.Compa-ratios(CR)acompa-ratioof80wouldindicateaneedtoinvestigatewhyaveragesalarieswerelowandpossiblynolongercompetitive.acompa-ratioof120wouldsuggesteithertherewerealotoflong-servicestafforthatstaffwerebeingoverpaid,andthatincreasesneededtobemodified.compa-ratioanalysiscanrevealasituationwhereearningsdrifthastakenplace.CompetitivePosture(CP)CompetitivePostureisameasureofhowcompetitivethesalaryiswithrespecttoagivenmarketbenchmark.CompetitivePosturecanbeusedtomeasurethecompetitivenessofbothcompany’sorindividual’ssalarycompetitivenessinthemarketCompetitivePostureforacompanyiscomputedas:CR=AverageofallSalariesinagivenJobGradeMarketBenchmarkSalaryCompetitivePostureforanindividualiscomputedby:CR=SalaryoftheindividualEmployeeMarketBenchmarkSalarySalaryAdministrationMinimumSalaryPoints1.Minimumsalaryforthegrade2.MinimumforJobInthemarket3.Setcompa-ratioat1.004.Overlapbetween60%to80%5.Avoidleapfroggingtendencies6.AllowforrealisticminimumSalaryAdministrationMaximumSalaryPoints1.Maximumsalaryforthegrade2.Maximumforjobinthemarket3.Keepsalaryrangeshort(8-12years)4.Maxminratiobetween1.5to2.05.Setcompa-ratioat1.006.AllowforrealisticmaximumSalaryAdministrationMaximum1.Maximumsalaryforthegrade2.Maximumforjobinthemarket3.Keepsalaryrangeshort(8-12years)4.Maxminratiobetween1.5to2.05.Setcompa-ratioat1.006.AllowforrealisticmaximumMinimum1.Minimumsalaryforthegrade2.MinimumforJobInthemarket3.Setcompa-ratioat1.004.Overlapbetween60%to80%5.Avoidleapfroggingtendencies6.AllowforrealisticminimumMinimumAndMaximumPointsStreamliningofSalaryRanges(Executives)Range*MTVMin$Med$Max$Q1$Med$Q3$NewGradMin$Med$Max$1056-126011429,00010,05012,00011,72712,38414,260228,80011,75014,675880-10559547,0008,50010,0009,47510,53312,159217,1009,47511,850735-8798056,0007,0008,0008,1729,12310,212206,1008,15010,175614-7346775,0006,0007,0006,8787,6108,502195,1756,9008,625519-6135714,0005,0006,0005,6166,2326,957184,2005,6007,000439-5184793,5004,0004,5004,5655,0915,679173,3754,5005,625371-4384063,0003,5004,0003,7564,1524,580162,8003,7504,700314-3703422,5003,0003,5003,0333,3823,751152,3003,0503,800269-3132912,0002,5003,0002,4802,7913,116141,8752,5003,125228-2682521,5002,0002,5002,1482,4022,681131,6002,1502,700192-2272081,0001,5002,0001,7721,9642,191121,3001,7502,200HayPointsExistingSalaryRangesHaySurvey@(Sept94)ProposedSalaryRange(UsingQ1Ref)#Effective1January1995*Mosttypicalvaluecorrespondstotheworkingmidpointoftherange@Derivedfromannualbasesalary#Dispersionfactorof+/-25%aroundQ1valuesJobReferenceLevelsThereferencejobdescriptionpreparedtoassistnon-hayevaluatedcompanieswithjobmatching,areeachevaluatedandqualityassuredagainstHay’sstandards.Theevaluationsarethenslottedintotherelevantjobunitrangewhichformsthereferencelevels.ThesereferencelevelsandcorrespondingjobunitrangesarenowstandardthroughoutallHay’smainremunerationsurveysandaredetailedbelow.JobReferenceLevelsReferenceLevelsHayJobUnitRangesMostTypicalValueActualMid-Point134-393736.5240-464243347-534950454-625758563-726667.5673-847578.5785-979091898-113104105.59114-13412512410135-160151147.511161-19117317612192-227208209.513228-26825224814269-31329129115314-37034234216371-438406404.517439-518479478.518519-61357156619614-73467767420735-87980580721880-1055954967.5221056-126011421158231261-150713721384241508-180016281654251801-214019601970.5262141-255023282345.5272551-302028122785.5283021-358032323300.5293581-425040563915.5304251-506046564655.5315061-602053525540.5326021-716065126590.5337161-832077447740.5348321-964089128980.5359641-111801022410410.5SalaryAdministrationDeterminingEntrySalary1.Marketvalue2.Candidate'sexistingsalary3.Basicqualifications4.Additionalqualifications5.Relevantworkingexperience6.Relatedworkingexperience7.Completionofnationalservice8.Geographicallocationofcompany9.Natureofindustry(dirtyorhazardous)10.Minimumsalaryforjobgrade11.Salariesofexistingincumbents12.Re-grossingannualsalaryIncrementalSystemsIncrementalsystemsvaryfromrigidprocedureswithfixedandpredeterminedmovementsthroughascalerelatedtoage,serviceinthecompanyorserviceinthejob,toflexiblesystemswheremanagementexercisescompletediscretionovertheawardandsizeofincrementswithoutanyguidelines.Betweenthetwoextremesthereisamiddlegroundofsemi-flexiblesystems.Fixedscaleswithautomaticprogressionwhereindividualsmovethroughjobsorgradesbypredeterminedstepsrelatedtoageorservice,thesecouldberateforagescales.Fixedscalesarecriticizedbecau