某美资电子公司公司完整的薪酬福利报告.docVIP

目 录 薪酬对比评估报告(((((((((((((((1 分析方法介绍(((((((((((((((((6 项目名称说明(((((((((((((((((11 岗位薪酬分析 市场推广及销售((((((((((((12 财务及会计((((((((((((((15 资讯科技(((((((((((((((17 人力资源及总务((((((((((((19 生产(((((((((((((((((23 技术(((((((((((((((((32 采购(((((((((((((((((38 秘书及其他((((((((((((((41 薪酬总体分析 各职位薪酬中位数对比图((((((((((((44 各职位薪酬加权平均数对比图((((((((((((45 薪酬中位数差异总结((((((((((46 薪酬加权平均数对比((((((((((48 简 介 The purpose of this compensation evaluation report is to re-establish the more effective policies and procedures so that we can accomplish the objective set by the top management to become the top-one company with excellent culture and system in the industry. 本次薪酬评估的目的在于重新厘定有效的薪酬政策和程序，实现公司高层要求，建立行业最优秀的企业文化制度的目标。 The evaluation report also aims at improving the labor quality of our company, finding out any critical obstacles for further developing human resources so that we can figure out the optimal solution. 本次评估还在于进一步提高本公司人力资源的整体素质和水平，研究阻碍人力资源发展的各项关键因素，从而寻求最佳的解决方案。 The existing compensation policies and procedures have evolved from the former Termbray Group. However, the management philosophy of the Viasystems is different from that of the former company. Furthermore, the policies and procedures have not been revised for many years. With the rapid change of the market, some of them have become unsuitable for our new company. 原有薪酬政策和程序演生于前XX集团旧公司的经营理念与现时XX集团的经营理念存在一定的差别，而且旧的政策和程序已多年未作出较大的修订，随着市场和社会的变化，部分政策和程序已显得不合时宜。 The compensation are key elements for human resources management. Chinese is still in the stage of low income. Except the supervisory staff and above, most of the employees use their income to solve the basic needs. They have little disposable saving. According to Maslow’s theory, these are the bottom needs. So the compensation policies and procedures are very sensible to the employees. Especially, the change of the market rate will directly effect the stability of the employees. 薪酬是改善人力资源管理的重要元素，由于中国仍属低收入的国家，除部分中层以上管理人员之外，绝大部分员工的收入用于解决基本的衣、食、住、行等生计需求。按马斯劳的需求金字塔分析，处于最低一