资料：人力资源英文版课件.pptVIP

Human resources Part 5 HR compensation and benefits management Part 6 HR Staff and Labour relations HR Management and competition Part5HR compensation and benefits management 1、Compensation 2、Construct the overall pay system 3、Benefits and other renuneration 4、Assess performance and provide feedback. Compensation Strategic compensation management system P1：以战略定位——Price【根据企业战略，制定薪酬价位】 P2：以岗位定级——Position【根据岗位要求，制定级别】 P3：以能力定薪——Person【根据个人能力，确定薪酬】 P4：以绩效定奖——Performance【根据个人绩效，发放奖金】 Compensation mode of operation The high elastic mode企业成长期 High stability mode 企业成熟阶段 Compromise mode企业衰退阶段 薪酬的运作模式有高弹模式、高稳定模式和折中模式 在企业的成长期要采用高弹薪酬运作模式，降低刚性薪酬的比例而增加弹性薪酬。高比例的奖金与津贴会极大地刺激员工的工作积极性，挖掘他们的潜能，这也非常符合企业在此阶段迅速提高生产力，迅速发展的需要。 　　在企业成熟阶段要采用高稳定薪酬运作模式，此时企业要维持现有的经营水平。在本阶段加大投入促进生产效率提高的潜力是很低的，企业更加希望稳定现有的人力资源，利用其高比例的产品市场份额获得高利润。而高比例的刚性薪酬是由利于人员的稳定，促进企业保持利润与保护市场。 　　在企业衰退阶段要采用折中薪酬运作模式，此时企业急需收取可获得的利润并向别处投资。在本阶段，企业着重控制甚至降低成本，通过逐步降低弹性薪酬的比例而达到此目的。折中的薪酬运作模式有利于企业平稳的损失最小地退出市场的竞争。 Part 6 HR Staff and Labour relations HR Management and competition HR Staff and Labour relations 1.Employment law 2.Labor relations and social 3.Trade relations and social 4.Labour negotiations 5. Unionization and labour negotiations Basis Labor negotiation is the basis of labor relations. Unions and management turns experiencing shall have the right to decide on negotiations most terms period. In the foreseeable future, the management in labor negotiations will prevail. The management rights 1.Decide when and where do work and how to do it, 2.When employees work operation or work behavior can not reach the qualified standard, help them correct their, including executive management discipline 3.Decided to do the work of workers number 4.Supervise and guide the workers work 5.Employees employment, dismissal, ascension or demotion provide suggestion 6.Recommend staff as management personnel Enterprise unions role 1.Enterprise labor union basic function is the core content of representative