人力资源薪酬咨询设计方案

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1、Pay&RewardforXXTechnologies,Co.,Ltd.By:ElaineNgMercerExecutiveResourcesConsulting(MERC)Tel:852-21152088;Email:enskcrg@netvigator.com設定薪酬結構DevelopingSalaryStructure設定薪酬結構之考慮因素DevelopingSalaryStructure-ConsiderationsBasePayPolicy基本薪酬政策DecideCompetitiveReferenceSal

2、ary決定具有競爭性的標準工資DecideSalaryRanges制定工資幅度RangeOverlap幅度重疊SignificanceofSalaryRange工資幅度的重要性Howmanystructures?多少個結構?OversandUnders高出/底於工資幅度薪酬政策CompensationPolicy$Grade级别标准工资ReferenceSalary定下最经济的标准工资以支付公司架构图Definethemosteconomicreferencesalarytopayfortheorganizationc

3、hart建立最少增加幅度之标准工资Establishthesmallestpossibleincreaseofreferencesalary中國市場數據MarketDataonChina-上海製造業ShanghaiManufacturingWOFE(1)DataasatApril199990百分比90thPercentile75百分比75thPercentile中位數Median25百分比25thPercentile10百分比10thPercentileRMBPositionClass中國市場數據MarketDatao

4、nChina-上海製造業ShanghaiManufacturingWOFE(2)DataasatApril1999貴公司以及市場比較YourCompanyvstheMarketComparison75百分比75thPercentile中位數Median25百分比25thPercentile貴公司回歸線YourcompanytrendlineRMBPositionClass貴公司以及市場比較YourCompanyvstheMarketComparison年初年中年末StartYearMidEndYear年初年中年末Sta

5、rtYearMidEndYearLAG落后LEAD领先LEAD-LAG落后-领先之间基本薪金政策BasePayPolicy13201100900120010008001320110080013201100800建立竞争工资DevelopCompetitiveSalariesRMBGradePC4142434445464748495051525354555657GradeorPositionClass一个等级=一个标准工资OneGrade=OneReferenceSalary标准工资=竞争报酬=招聘标准Reference

6、Salary=CompetitivePay=RecruitmentStandard利用幅度制定工资架构DevelopSalaryStructurewithRangesabc=Mid-PointProgression中点增加率a1-a2=b1-b2=RangeSpread幅度c1-c2=Question:Howmuchshouldbethemid-pointprogression(%)betweengrades?Howwideshouldtherangesbe?Howmuchshouldtherangeoverlap?}

7、GradeRMB制定幅度DevelopingSalaryRange由中点开始(或标准工资)StartwithMid-Point(orReferenceSalary)决定幅度DecideRangeSpread定最低工资EstablishMinimum定最高工资EstablishMaximum定最低工资EstablishingMinimum最低MinimumMid-Point中点1+Range2=((E.g.Rmb1,0001+50%2=((Rmb1,0001.25=Rmb800=Rmb1,0001+50%2((=1+(2

8、5%)=1+=1+0.25=1.2525100幅度定最高工资EstablishingMaximum最高最低幅度Maximum=Minimumx(1+Range)=Rmb800x(1+50%)=Rmb800x1.5=Rmb1,200幅度Range=MinimumRmb800最低Mid-PointRmb1,000中点MaximumR