《{企业管理制度}报酬制度形式基础及报酬的分布》由会员分享，可在线阅读，更多相关《{企业管理制度}报酬制度形式基础及报酬的分布（83页珍藏版）》请在金锄头文库上搜索。
1、報酬制度：形式、基礎、及報酬的分佈,除了績效外，還有哪些因素可以作為制訂薪資的依據？ 何種因素決定薪資的水準、基礎、分佈、及形式？ 報酬在組織內的分佈情形是否應該完全讓員工知悉？,1,薪資報償的基礎：工作、職位、技能、及年資。,一般公司如何訂定薪資的水準？ 先參考同類工作的一般行情，再根據公司的經驗做少許的調整。如果沒有人來應徵，公司可能會將薪酬調高。如果很多人來應徵，公司可能會調低起薪，或者致少不做調整。 有時公司會為了增加招募的應徵人數或減低流動率，會刻意將薪資調高，實施效率薪資(efficiency wage)。如果有工會的壓力，則公司會與工會進行協商。 以上程序似乎遵循供需法則。,2,
2、薪資報償的基礎：工作、職位、技能、及年資。,Hay Points and Job Evaluation薪點制及工作評估。 地位基礎。 年資基礎。 技能、知識基礎。,3,薪資報償的基礎：工作、職位、技能、及年資。,4,薪資報償的基礎：工作、職位、技能、及年資。,Job-based structures tell workers that performing jobs that add greater value to the organization is the way to advance and increase pay A structure based on skills/compe
3、tencies signals to employees that advancement coupled with pay increases depends on continuously learning relevant information The competencies lies within the person, not the work itself,5,Three major phases of pay-setting process:,Identifying a hierarchy of jobs by worth, using some kind of a job
4、evaluation methodology.,Investigating the marketplace to identify what other organizations are paying workers in comparable jobs.,Combining job worth data and market data in some unique manner that results in an organizational pay structure.,Job Evaluation,Surveying market pay,Designing a pay struct
5、ure,6,Job Evaluation:,The process in which the organization decides the relative internal worth relationships of jobs. Worth relates to the importance of the job or its contribution to the overall attainment of the goals and objectives of the organization.,7,Job Evaluation:,Q: The usual end result o
6、f job evaluation is a hierarchy of jobs or groups of jobs in the organizations. Should these hierarchies be based on the jobs content, their value or on some combination of it? Q: Do competencies take on value by virtue of their internal fit with the mission of the organization, by their value in th
7、e external market, or by some combination? Q: Is job evaluation a measurement or merely a procedure to establish consensus?,8,Point Method,Each jobs relative value, and hence its location in the pay structure, is determined by the total points assigned to it. A jobs total point value is the sum of t
8、he numerical values for each degree of compensable factor that the job possesses.,9,薪點制及工作評估。,透過正式、科學的工作分析及工作評估來設定薪資。 首先找出透過工作分析找出工作的屬性及需求，如需要何種知識、部屬的人數、監管資金預算的多寡、工作場所的舒適度等等。然後在將所有的工作放在同一個尺度上來衡量其相對價值。,10,薪點制及工作評估。,Conduct job analysis,Determine compensable factors,Scale the factors,Weight the factor
9、s according to importance,Communicate the plan and train users; prepare manual,Apply to nonbenchmark jobs,11,Determine Compensable Factors,Def 1: Compensable factors are those characteristics in the work that the organization values, that help it pursue its strategy and achieve its objectives. Def 2
10、: Compensable factors are paid-for, measurable qualities, features, requirements, or constructs that are common to many different kinds of jobs,12,Q: What is it about the work that adds value?,Based on the work performed,Based on the strategy and values of the organization,監督人數應否包含在內？,Acceptable to
11、the stakeholders,13,Universal compensable factors,skill, effort, responsibility, and job conditions. Benge (1920)mental requirements, skill requirements, physical requirements, responsibility, and working conditions Bassskills, responsibility and working conditions Hayknow how, mental activity, and
12、accountability Equal Pay Act of 1963 (EPA) identifies four tests for measuring substantially equal work, the performance of which requires equal skill, equal effort, and equal responsibility when performed under similar working conditions,14,Q: What exactly is meant by skill, effort, responsibility
13、and working conditions?,U.S. Department of Labor defines: Skillthe experience, training, education, and ability required to perform a job under considerationnot with the skills an employee may possess. Effortthe measurement of the physical or mental exertion needed for performance of a job Responsib
14、ilitythe extent to which an employer depends on the employee to perform the job as expected, with emphasis on the importance of job obligation. Working conditionsthe physical surroundings and hazards of a job, including dimensions such as inside vs. outside work, excessive heat or cold, fumes and ot
15、her factors relating to poor ventilation.,15,薪點制及工作評估。,工作價值的決定？ 一般工作評估及決定職位薪酬的方式： （一）可以先根據客觀的方法衡量工作的屬性及特質，再根據每一個屬性對組織的重要性來給予加權。 參考市場行情或公司的薪資策略、按照每一個工作職位的加權指數來分配薪資。或者公司可以選出一些指標職位(benchmark positions)，依據市場行情先決定這些指標職位的薪資，再以相對比較的方式，按照加權分數來決定其他職位的薪資。,16,薪點制及工作評估。,（二）透過迴歸的方法：對公司內部或外部的工作做抽樣，以這些樣本的目前薪資做為依變項
16、，以工作分析的屬性分數作為自變項。找出每一個屬性的單位價值（迴歸係數），然後再計算每個工作的價值。 Market Pricing Approach,17,薪點制及工作評估。,例如x1可以是部屬人數、x2為所需技能的點數則某一個職位(x1=3, x2=300)的薪資價值可以表為：,18,薪點制及工作評估。,Hay Group為專門在幫公司決定薪資水準及工作評估的顧問公司，擁有龐大的薪資資料庫，客戶可以很容易找到與自己相似工作的市場行情。由於Hay Group在薪資調查市場十分有名，衡量工作價值的尺度被稱為Hay points。,19,Merck & Co., Inc.墨克藥廠的薪資結構,根據下列三種工作的特質（Hay Factors)來決定職位的價值： Know how Problem solving Accountability,20,Know-How (KH),.The depth and breadth of job knowledge required (row) .The management b
