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1、Compensation Management薪酬体系的设计与管理薪酬体系的设计与管理Compensation Management工资管理工资管理Compensation Management薪酬管理的宏观战略薪酬管理的宏观战略Compensation Management本节目标本节目标在本节中，您会了解到以下内容：薪酬的定义 薪酬管理的原则薪酬总体构成薪酬战略的组成部分薪酬管理的步骤Compensation Management人是任何企业中最关键的资源，没有了他/她，公司 的财力、物力均不能得到最佳的发挥People are the key resource in any organi
2、zation.Without them neither its physical resources nor the financial resources will be used to their best effect.Compensation Management薪资的定义薪资的定义薪资：由一位雇主对一位受雇者，为其已完成和将要完成的工作或已经供应或将要供应的服务，可以货币结算并由共同协议或国家法律或条例赐予以确定而凭书面或口头雇佣合同致富的酬劳或收入。Compensation Management薪资的定义薪资的定义薪资管理的目标薪资管理的目标 组织目标组织目标 1、保证组织可以聘请
3、到所须要的人才；、保证组织可以聘请到所须要的人才；2、稳定有绩效的员工；、稳定有绩效的员工；3、赐予员工酬劳以增进绩效；、赐予员工酬劳以增进绩效；4、以工作对组织价值为取向，划定各工作之间的合理差距，并、以工作对组织价值为取向，划定各工作之间的合理差距，并 维持薪维持薪资给付的全面平衡；资给付的全面平衡；5、具有随市场及组织变动以机动调整的弹性；、具有随市场及组织变动以机动调整的弹性；6、便于说明、了解、作业及限制；、便于说明、了解、作业及限制；7、讲求成本效益而不耗时耗资。、讲求成本效益而不耗时耗资。Compensation Management薪资的定义薪资的定义 薪资管理的目标薪资管理的
4、目标 员工目标员工目标 员工觉得所获待遇合理及公允，并能协作生活费及劳动力市场之水准和职责员工觉得所获待遇合理及公允，并能协作生活费及劳动力市场之水准和职责之增加，并随之调整，进而从中建立至我期许的信念。之增加，并随之调整，进而从中建立至我期许的信念。Compensation Management薪资的定义薪资的定义 工资管理的原则工资管理的原则 公允性；公允性；精确性；精确性；合理性。合理性。Compensation Management薪资的定义薪资的定义 薪资政策薪资政策 1、薪资水准主位中位随位Compensation Management薪资的定义薪资的定义 薪资政策薪资政策 2、薪
5、资架构、薪资架构 3、薪资基准、薪资基准 4、薪资异动、薪资异动 5、薪资限制、薪资限制 6、薪资沟通、薪资沟通Compensation Management薪资的定义薪资的定义 薪资作业过程薪资作业过程 政策之发展政策之发展 技术技术 结构及给付结构及给付 步骤步骤 推行推行薪资水准薪资晋升薪资支配薪资沟通工作分析工作评价薪资调查薪资询问薪资预算工作划等核薪薪资审核薪资成本内在结构外在趋势薪等给付水准员工服益Compensation Management薪资架构薪资架构 薪资架构的理念：薪资架构的理念：对内公允性对内公允性 对外公允性对外公允性Compensation Management薪
6、资架构薪资架构 薪资架构的形成：薪资架构的形成：建立公司薪资给付政策线进行薪资调查建立薪等薪级制度薪等薪级的扩延Compensation Management薪资架构薪资架构 薪资架构的选择：薪资架构的选择：等幅式薪资架构连续式扇状走向薪资架构复式薪资架曲线型给薪趋势线Compensation Management薪资管理操作的必需步骤：薪资管理操作的必需步骤：岗位分析岗位评估市场状况薪酬政策对内公允对外公允公允Compensation ManagementClass Overview (课程展望）课程展望）Session 1:Compensation Program Management 薪
7、酬管理概述Session 2:Market Survey 市场调研Session 3:Statistic Basics&Application 统计学基础及应用Session 4:Pay Structure Design 薪酬架构的建立Session 5:Merit Pay System 基于业绩的加薪支配Session 6:Compensation Cost 薪酬成本计算Session 7:Salary Administration 薪酬管理Compensation ManagementCompensation Management薪酬管理概述薪酬管理概述Compensation Manag
8、ement薪酬管理的任务薪酬管理的任务To develop and deliver total compensation solution which must be：开发与实施整体薪酬支配，从而达到以下目的：Attracting，retaining and motivating the best talent the company have吸引，保留及激励本企业中的最佳人才Flexible enough to support both business strategy and employees needs具有足够的敏捷性来支持业务战略及员工需求Balanced with both co
9、mpetitiveness and affordability达到具有竞争力及企业可负担的平衡Easy to administrate/operate便于日常管理和操作To communicate the programs with clarity that make sure：清晰地对支配进行沟通，从而：The program is understood/accepted使薪酬支配能被理解The expectations are well managed使员工的期望值处在适当的水平Compensation Management薪酬策略薪酬策略Focus on total compensati
10、on programs专注于整体薪酬体系的设计Leverage effective market survey to get competitive market information有效利用市场调研供应的市场信息Differentiate pay with the following to make sure equity 制定两极分化的薪酬制度，使薪酬与以下因素相联系Skills Using a skills based job system技能技巧 工作设置系统Performance linking with performance mgmt system工作表现 绩效考评系统Valu
11、e to the business using retention programs for top talent对业务的价值 留才支配Efficient labor cost management “Using the money wisely”有效的人才成本管理 花钱的才智Compensation Management薪酬管理目标薪酬管理目标 -平衡平衡Employee员工：Balance point平衡点：Competitiveness竞争性Affordability可负担性Flexibility敏捷性Company公司：Equity公允性Consistency一样性Valuable自我
12、价值的体现Labor cost management劳动力成本管理Merit system绩效工资体系Compensation Management薪酬管理角色分工薪酬管理角色分工Compensation position工资政策Competitive position竞争水平Labor cost人力资源成本Company Executive-Decision 高层经理 决策Human Resources-Proposal 人力资源部 提议Managers-Execution 中层主管 执行Job Evaluation system职位评估系统Compensation System工资体系Be
13、nchmarking市场调研Labor cost analysis人力成本分析Job description evaluation职位描述，评估Performance evaluation工作表现评估Salary increase decision工资增长幅度的确定Compensation ManagementDiscussion（探讨）（探讨）What makes you to be a compensation professional?薪酬管理人员的素养Compensation Management薪酬管理人员的素养薪酬管理人员的素养Internal understanding 内部气候
14、的了解Understand the company business strategy and priorities公司业务战略及重点Understand organization structure and jobs in the organization公司组织结构及业务分布External understanding 外部环境的了解Economic environment 经济环境Labor market situation and trend 人力资源市场状况及趋势 Labor law/policy update 劳动法规政策的变更Networking/interpersonal sk
15、ills 人际关系网Have a resources pool to leverage for information sharing for other companys practices可以有可信的资料来源Analytical skills for interpreting the market information分析实力及说明市场信息Have fun with numbers!与数字共舞Good communication skills both oral and writing良好的口头，笔头沟通实力Compensation ManagementProgram Managemen
16、t Cycle 项目管理周期项目管理周期Companys Strategy and plan公司策略Human Resources Strategy人力资源策略Compensation Strategy薪酬策略Evaluation 评估Design 设计Communication&Training沟通与培训Administration 管理Implementation 实施Compensation ManagementMarket Survey市场调查市场调查Compensation Management市场调查的种类市场调查的种类Self conducted survey由本公司执行进行Bu
17、y survey report购买调查报告Company sponsored survey公司召集的调查Participant in group sponsored survey参与小组召集的调查Compensation Management衡量各种市场调查的方法的投资回报率衡量各种市场调查的方法的投资回报率Easy to conduct 实施的难易度Data quality 数据的质量Cost 成本Turn over time 周期Compensation Management不同调查方法之间的比较不同调查方法之间的比较Easy to conduct 易于实施Cost 费用Data qual
18、ity 数据质量Turn over time 时效性Conduct your own survey 本公司自己进行Buy survey report 购买调查报告Attend group sponsored survey参加小组召集的调查Company sponsored survey 本公司召集的调查Compensation Management服务申请的提出服务申请的提出Purpose of the survey 调研目的Target market 目标市场Target jobs 目标工作种类Information required 所须要的信息Data of delivery expec
19、ted 所须要的时间Contents of report required/Format 所须要的内容形式Additional request,if any 其他要求等Compensation Management服务申请的提出服务申请的提出-练习练习Your company is a IT multi-national company based in Beijing,the company is gong to set up a R&D center in Tianjin,you do not have branch there currently.As a compensation pr
20、ofessional,you are invited by the project office to give come advise on how to set up Tianjin R&D centers compensation and benefits terms.As you do not have contact in Tianjin,you decide to get some information from consulting company.Raise a ROS to state your needs贵公司是一家全球行的信息公司的北京分公司，现在天津并没有任分支机构。
21、现要在天津建立一个研发中心，筹建处要求你帮助建立研发中心的薪酬福利体系，鉴于你在天津没有任何联系，你希望询问公司可以帮助你拿到一些资料请练习提出服务申请Compensation Management自我实施的调研自我实施的调研Purpose 目的Target market 目标市场Information needed 所需信息Method of survey 方法Telephone calls 电话访谈Email questionnaire 问卷Design your questionnaire 设计问题/问卷Report 报告Result analysis 结果分析Compensation
22、ManagementDefine your market 定义市场定义市场Your companys basic profile 你公司的基本状况Industry you are in 行业Type of organization 组织形式Major competitors 主要竞争对手Other considerations in talent competing,image competing,management system competing,etc其他竞争，人才，形象，管理风格等Size of the market 市场的大小No less than 10 companies 不能
23、少于10家公司Consistency consideration 连贯性Should maintain 80%repeated rate ever year to keep consistency每年80的一样性Compensation ManagementContents of survey 调研内容调研内容Cash Compensation items 现金项目Benefits practice 福利政策Pay policies 工资政策Retention policies 留才支配Company profiles 公司的状况Compensation ManagementDefine yo
24、ur questions 问题设定问题设定Use common terms,put in explanations if necessary用通用的术语，必要时有说明Use closed question with YON answer instead of open ended questions用是否问题，不要用自由发挥问题Make choices available for participants尽量运用选择题Compensation ManagementExercise （练习）（练习）Company want to revisit the relocation allowance
25、policy as the number of relocation is growing and the allowance is relative high and without update for 3 yearsPlease design a questionnaire so that you could ring around to get some market information公司现有的派遣津贴已经有年没有变更了，并且随着业务量的增加，派遣人员总数不断上升，公司担负不断增加，想调整津贴金额请设计调查问卷以收集市场信息Compensation ManagementImpor
26、tance of Job Matching 工作类比的重要性工作类比的重要性Understand the methodology of survey companys benchmarking system了解调研公司的类比系统及方法Understand the benchmarking job description provided by survey company了解调研公司供应的标准工作描述Understand internal organization and job description 了解本公司的组织及工作种类及工作内容Invite business manager to
27、participant in job matching activities why?必要时要邀请业务经理参与工作类比会议-为什么？Compensation ManagementSurvey data categories 调研数据的分类调研数据的分类Base pay 基本薪资Monthly base salary times 12基本月薪*12Guaranteed pay 固定收入Including allowances,year end bonus without measurements包括津贴，年底固定奖金Total cash 全部现金收入Including any variable
28、bonus,incentive with measurements抱愧浮动奖金，销售奖金Total compensation Any cash payment or benefits portion包括其它及福利 Total Remuneration BenefitsIncentive pay variable bonusAllowance(s)Fixed bonus(es)Base payTotal RemTotal CashGuaranteed CashCompensation ManagementAnalysis of Survey Data 分析调研数据分析调研数据To underst
29、and 理解How data was collected 数据采集的方法 How to read the survey report 如何解读调研报告What the data represents for 数字会说话How can we use the data 如何运用数据Your competitive position 你公司的竞争水平Define your future salary structure制定薪酬架构 Compensation ManagementSurvey reports contents 调查报告内容调查报告内容Executive summary 概述A high
30、 level economic/labor market trend report对经济状况及人才市场走势的概述Detailed remuneration dataUsually by job families 分工作种类Market position comparisonWhat is your companys pay position 你公司与市场平均水平的比较Questionnaire analysis 问卷分析Salary administration policies 薪酬政策Benefits programs 福利项目Retention programs 留才支配Compensa
31、tion ManagementStatistic Basics&Application统计学基础及应用统计学基础及应用Compensation ManagementStatistics Terms 统计学基础统计学基础Mean 平均值平均值Unweighted mean 不加权平均值不加权平均值Weighted mean 加权平均值加权平均值Median 中值中值Percentile 百分位值百分位值Quartile 区间区间Compensation ManagementMean 平均值平均值The average of a set of data points.it is sum of th
32、e data divided by the no.of points 一组数据的综合除以个数Unweighted mean 不加权平均值Obtained by computing the average of the values of the data points干脆平均法Weighted mean 加权平均值Obtained by weighting each value by the no.of data occurred then computing the average考虑每个数据的个数因素然后加以平均Compensation ManagementExample of Compu
33、ting Mean CompanyAverage Salary(RMB)No.of IncumbentsAverage salary X No.Of IncumbentsA100,000202,000,000B120,000101,200,000C140,000101,400,000Total360,000404,600,000Unweighted mean(直接平均值）直接平均值）of the 3 companies:360000/3=120000Weighted mean（间接平均值）间接平均值）of the 3 companies:4600000/40=115000Compensatio
34、n ManagementExercise of Computing Mean Refer to Survey Data计算平均值的练习计算平均值的练习Compensation ManagementExercise of Calculating Mean 计算平均值的练习计算平均值的练习unweightedweightedpositionlevelincumbents50pmeanmeanJunior accountant11056000secretary12160000HR Assistant11469000Compensation ManagementMedian 中值中值The point
35、 along an ordered data points at which an equal no.of data points fall above and below在一组数据中，排序后有一半的数据在此之上，一半的数据在此之下For an odd no.of data points,median is the middle data points在奇数个数据中，中值就是排在最中间的那个数的值For an even no.of data points,median is the average of the 2 middle-most data points在偶数个数据中，中值就是排在最中
36、间的两个数的平均值Compensation ManagementExample of computing median(1)计算中值的练习（计算中值的练习（1）Unordered dataOrdered data median74000625005450042800332002600013100Compensation ManagementExample of computing median(2)计算中值的练习（计算中值的练习（2）Unordered dataOrdered data median8300074000625005450042800332002600013100Compensa
37、tion ManagementComputing Percentile 计算百分位计算百分位Definitions (定义)Px,the desired percentile points,wherePx,为所需的百分位点x,the percentile rank desired(e.g.10,25,etc.)x,为所需的百分位v,the rank order position(from bottom)for the percentile point value of interest,v is calculated as follows:V=x/100*(n+1)v，为从上至下排序后百分位点
38、的位置V=x/100*(n+1)n,the number of data points in the samplen，为数据的总量Compensation ManagementExample of Computing Percentile(1)计算百分位的练习（计算百分位的练习（1）Computing P25 v=25/100*(7+1)=2P25 should be the 2nd data point P25为下数其次个数据Which is 2800 So,p25=2800Please calculating P75 by self请计算P75SalaryRank4000735006320
39、0531004300032800225001Compensation ManagementExample of Computing Percentile(2)计算百分位的练习（计算百分位的练习（2）Computing P25 v=25/100*(8+1)=2.25P25 should be the 2.25th data point which in between 2nd and 3rd data,P25为下数第2.25个数据,也就是在第2与第3数据之间的一个数值Which is in between 2800 and 3000 So,p25=2800+0.25*(3000-2800)=28
40、50Please calculating P75 by self请计算P75SalaryRank6000840007350063200531004300032800225001Compensation ManagementQuartiles 区间区间 In compensation analysis,percentiles are often expressed in terms of quartiles.there are 4 quartiles in a set of data points把每一个区域分成4个区间1st quartile:the AREA where the bottom
41、 25 percent of values occur,corresponds to 25th percentile第一区间，市场上最低的25数据2nd quartile:the AREA where the 2nd 25 percent of values occur,corresponds to 50th percentile其次区间，市场上25P-50P之间的数据3rd quartile:the AREA where the 3rd 25 percent of values occur,corresponds to 75th percentile第三区间，市场上50P-75P之间的数据4
42、th quartile:the AREA where the top 25 percent of values occur,corresponds to the 100th percentile第四区间，市场上最高的25的数据Compensation ManagementMarket survey analysis市场调研结果分析市场调研结果分析Read&understand the reports运用统计学学问读懂报告Data comparison apple to apple 数据比较Time:age market data 与时俱进的市场数据Value:market comparable
43、 base pay 可比性工资Position to market:market index 市场系数Compensation ManagementAnalysis survey result分析调查报告分析调查报告Data数据Information信息Knowledge学问Evaluation评估 Mgmt Decision管理决策Compensation ManagementAging market data市场数据的与时俱进市场数据的与时俱进Determine annual aging factor 增长指数的计定Data coming from survey reports,salar
44、y increase plan%reported by participating companies从市场报告中对将来年薪资增长的预料 Determine date to which to age data 设定市场数据预估时间Effective date of salary structure 新的工资架构的生效日期或数据的日期Lead,lag,or lead/lag philosophy 用Lead,lag,or lead/lag 方法Lead,structure will compete the year end marketLead,工资结构与年底的市场水平看齐Lag,structu
45、re will compete the year end marketLag,工资结构与年初的市场水平看齐Lead/lag,structure will compete the midyear marketLead/lag,工资结构与年中的市场水平看齐Compensation ManagementExample of aging market data 预估市场数据的例子预估市场数据的例子Survey data effective date is October 1,2002市场调查报告生效日为2002年10月1日Annual aging factor is 8%for 2002,6%for
46、2003预估值为2002年8，2003年6The companys structure will effective July 1,2003新的工资架构生效日为2003年7月1日Please calculate the aging factors separately for lead,lag,and lead/lag policy请用lead,lag,and lead/lag 的方式分别计算市场预估指数Compensation ManagementCome out market comparable base pay把市场数据转化成与本公司的工资有可比性把市场数据转化成与本公司的工资有可比性
47、You get annual pay data from survey,which need to be converted to your companys monthly salary amount从市场报告中你得到年底薪酬，你需把它转化成月薪What is your companys pay policy?你公司的工资结构是什么？What is the market annual pay includes?你的市场数据包括了什么内容？Base payGuaranteed cash Total cashTotal remunerationCompensation ManagementABC
48、 Company Pay Practices ABC公司的工资结构公司的工资结构ABC company pay practicesABC 公司的工资结构12 months salary annually每年12个月月薪1 month year end fixed bonus 年底1个月固定奖金1month variable bonus measured by company performance年底1个月浮动奖金依据公司的业绩Monthly allowance of RMB 500 per month每月500元津贴Housing subsidy of 10%monthly salary p
49、aid by cash每月10月薪的现金住房补贴Compensation ManagementCalculating Market Comparable Base Pay计算市场可比性工资计算市场可比性工资Benchmark PositionABCLevelMeanComparable Base PayJunior accountantI56000AccountantH81000Sr AccountantG109000Finance SupervisorF170000Finance ManagerD270000Compensation ManagementMarket Index市场系数市场系
50、数Compare company average salary with market average salary本公司平均工资与市场平均工资的比较Make Apple to Apple comparison要完全同须知的比较Same point of time 同一时间Same job 同一工作Same pay components 同样的工资内容Base to base,total cash to total cash基本月薪，或全部年薪Compensation ManagementAn exercise of data comparison数据比较的练习数据比较的练习Compensat