新人力资源管理专业英语 教学课件 詹婧 等 Chapter 7 Compensation Administration.pptVIP

7.4 Compensation Design 1.Base compensation system 以薪酬系统为基础 Design a base compensation system, usually depends on two parts: job evaluation and pay surveys. These activities are designed to ensure that the pay system is both internally equitable and externally competitive. 2.Job evaluation 工作评价 Job evaluation is to determine the pay level and treatment of different jobs, which is on the basis of a reasonable, systematic and stabilized job structure, and job hierarchy. 7.4 Compensation Design 3.Pay surveys 薪酬调查 As mentioned earlier, to achieve external equity, firms often conduct pay surveys. Generally speaking, pay surveys are techniques and instrument used to collect data about compensation paid to employees by all employers in a geographic area, an industry, or an occupational group. 7.4 Compensation Design 4.Pay structure 薪酬结构 Once job valuations and pay survey data are gathered, pay structures can be developed with considering pay strategies and financial situation. ①Pay strategies As mentioned earlier, there are three compensation strategies for organization to choose: “Meet the Market” Strategy,“ Lag the Market” Strategy and “Lead the Market” Strategy. ②Pay grades A pay grade is the grouping of similar jobs to simplify pricing jobs. 7.4 Compensation Design ③Pay Ranges The pay range for each pay grade also must be established. ④Broadbanding Broadbanding is a technique that collapses many pay grades into a few wide bands to improve organizational effectiveness. 7.4 Compensation Design 5.Performance pay 绩效工资 Performance pay is in accordance with the results of the assessment, a pre - set target value of proportional distribution. Meanwhile, some non - mandatory welfare, training, spiritual reward, promotions are also closely linked with the performance assessment. Performance salary can effectively measure employees’ work, and link the individual return and contribution to the firm together, which is so effective to m