年末
End Year
•LEAD-LAG •年初
年中
•Start Year
Mid
• 落后-领先之间
路漫漫其悠远
年末
End Year
建立竞争工资
Develop Competitive Salaries
•一个等级= 一个 标准工资
•One Grade = One Reference Salary
•标准工资= 竞争报酬 = 招聘标准
利用幅度制定工资架构
Develop Salary Structure with Ranges
•RMB
•Grade
路漫漫其悠远
•a
b
•a1 - a2
•b1 - b2
c = Mid-Point Progression 中点增加率
•} = = Range Spread 幅度
•c1 - c2
=
•Question:
•建立最少增加幅度之标准工资
•Establish the smallest possible increase of reference salary
中國市場數據 Market Data on China 上海製造業 Shanghai Manufacturing WOFE (1)
Data as at April 1999
1
+
•25 •100
•= 1 + 0.25 •= 1.25
路漫漫其悠远
定最高工资
Establishing Maximum
最高 幅度
Maximum = = = =
幅度
Range =
路漫漫其悠远
最低
Minimum x (1 + Range) Rmb 800 x (1 + 50%) Rmb 800 x 1.5 Rmb 1,200
•RMB
•90百分比 •90th Percentile
•75百分比 •75th Percentile
•中位數 •Median
•25百分比 •25th Percentile
•10百分比 •10th Percentile
路漫漫其悠远
•Position Class
中國市場數據 Market Data on China 上海製造業 Shanghai Manufacturing WOFE (2)
•Reference Salary = Competitive Pay = Recruitment Standard
•RMB
•Grade •PC
路漫漫其悠远
•41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57 •Grade or Position Class
路漫漫其悠远
薪酬政策
Compensation Policy
•$
•标 准 工 资
•Reference •Salary
路漫漫其悠远
•Grade 级 别
•定下最经济的标准工资以支付公司架构图
•Define the most economic reference salary to pay for the organization chart
Minimum Rmb 800 最低 Mid-Point Rmb 1,000 中点 Maximum Rmb 1,200 最高
• 1 + 50%
•= 1 +•(•50
•100
•= 1 + (0.5) •= 1.5
•(
•Gradual
•逐渐的
中点增加率
Mid-Point Progression
•Moderate
Data as at April 1999
路漫漫其悠远
貴公司以及市場比較 Your Company vs the Market Comparison
•RMB
•75百分比 •75th Percentile
•中位數 •Median
•貴公司回歸線 •Your company
trendline
•25百分比 •25th Percentile
路漫漫其悠远
•Position Class
貴公司以及市場比較 Your Company vs the Market Comparison
路漫漫其悠远
•LAG 落后 •LEAD 领先
•基本薪金政策
•Base Pay Policy
•年初
年中
•Start Year
Mid
•1320 •1100 •900
由中点开始 (或标准工资)
Start with Mid-Point (or Reference Salary)
决定幅度
Decide Range Spread
定最低工资
Establish Minimum
定最高工资
Establish Maximum
路漫漫其悠远
定最低工资
Establishing Minimum
某公司人力资源薪酬设 计方案(英文版)
路漫漫其悠远 2020/4/2
設定薪酬結構 Developing Salary Structure
路漫漫其悠远
設定薪酬結構之考慮因素 Developing Salary Structure- Considerations
Base Pay Policy 基本薪酬政策 Decide Competitive Reference Salary 決定具有競爭性的標準工資 Decide Salary Ranges 制定工資幅度 Range Overlap 幅度重疊 Significance of Salary Range 工資幅度的重要性 How many structures? 多少個結構? Overs and Unders高出/底於工資幅度
•稳健的
•Steep
•陡斜的
•10% •10%
•More grades •多级别
路漫漫其悠远
•15% •15%
•30% •30%
•How much should be the mid-point progression (%) between grades?
•How wide should the ranges be?
•How much should the range overlap?
制定幅度
Developing Salary Range
•( •(
•(
•最低 •= •Minimum
•Mid-Point 中
•1 +•(•点Range
•2
•幅 度
•E.g.
•=
•Rmb 1,000
•1
+•(
•50% •2
•= •Rmb 1,000 •1.25
•= •Rmb 800
•Rmb 1,000
•1 + •(•50% •2
•= 1 + (25%)
•=