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1、Net sales per employee人均净销售额 Net sales 净销售额total no. of employees 员工总数,Employee cost vs OPEX员工费用/营运费用,OPEX run rate/total turnover 营运费用/总营业额 Employee cost/OPEX run rate 员工费用/营运费用,How to build HR management into business process?如何把HRM建立到业务流程？,Key elements of HR operation人力资源运作的关键要素,Motivation charac
2、teristics of Successful Companies 成功企业激励机制的特点,support company strategy and development配合公司战略和发展 fully align with company goals不偏离公司目标each motivation action has its specific objective任何一个激励机制都有它特定的目的 flexibility, fit into individuals desires 因人而异,MOTIVATION激励机制,仁者见仁，智者见智的薪酬体系,C&B Program Management C
3、ycle 薪酬体系管理流程,Organizations Strategy 组织战略,Human Resources Strategy 人力资源战略,C & B Strategy 薪酬战略,Program Evaluation 体系评估,Administration & Implementation 操作执行,Program Design 体系设计,Communication & Training沟通与培训,Factors to be considered in C&B Strategy 薪酬战略的考虑因素,C&B Objectives 薪酬目标,Attract 吸引Retain 保留Motiv
4、ate 激励,Employees员工,Company公司,Achieve Objectives达到公司目标,Key Elements of C&B 薪酬福利的关键要素,IPE (International Position Evaluation) System 国际职位评估系统C&B Package 薪酬内容Performance Management 绩效管理,IPE - International Position EvaluationIPE - 国际职位评估系统,- A Human Resource tool which measures the impact and contribut
5、ion of each position 一种人力资源的工具，用来衡量每个职位的影响和贡献,Salary survey to benchmark competitiveness 用于工资调查以衡量竞争力Establish salary level and structure 用于建立工资水平及结构Facilitate recruitment 用于招聘Facilitate career planning 用于职业发展的计划Promotion and job rotation 用于升职和工作变动时的职位评估Organization development 用于组织发展时的职位评估,The Four
6、 IPE Factors IPE 的四个要素,Factor 1: Impact 影响力Factor 2: Communication 沟通Factor 3: Innovation 创新精神Factor 4: Knowledge 知识技能,Factor 1: Impact 影响力,Contribution 贡献,Impact影响力,Organization 组织大小,Size of organization 组织大小Influence on its area of responsibility / operation 对于职责范围内的影响,Factor 2: Communication 沟通,P
7、ositions responsibility for communications both within and outside the organization职位要求的对内部及外部的沟通,Frame 架构(内部或外部),Communications 沟通,Factor 3: Innovation 创新精神,Identify, develop and make improvement to new ideas, techniques,procedures, services, or products发现、发展、改进新的想法、技术、程序、服务或产品,Complexity 复杂性,Innov
8、ation 创新,Factor 4: Knowledge 知识技能,Teams 团队,Breadth宽度,Knowledge 知识技能,Knowledge required in job to accomplish objective and create value完成工作并增加价值所需的知识技能,Steps to set IPE System 设定IPE的步骤,C&B Package 薪酬内容,competitive in the market to attract, retain and motivate保持市场竞争力从而吸引、保留、激励员工,Compensation薪酬,Fixed S
9、alary 固定工资,Variable Pay 浮动工资,Short Term incentive 短期激励奖金 Sales Incentive 销售奖金 Performance bonus 绩效奖金,Benefits 福利,Social Insurance 社会保险Housing Fund 住房公积金Supl. Housing Fund 补充住房基金Sports allowance 运动补贴Leave & holiday 休假Life&Medical Insurance人寿和医疗保险Overseas Travel Insurance 境外旅行保险Transportation 交通Meal a
10、llowance 饭补 Others - welfare, rewarding 其他.,Base Salary 基本工资13 Months Salary 年底双薪Overtime Payment加班工资Travel Allowance 出差补贴,Stock Option 股票期权,C&B Package Designing Principles 薪酬设计原则,Externally competitive 外部竞争力Internally equitable 内部公平性Cost Affordable & Appropriate 成本承受力及合理性Understandable 员工及公司的认同性Ef
11、ficient to administer 便于操作,Externally Competitive 外部竞争力,Select competitors. 选定竞争对手Select the appropriate type of survey 选择适当的市场调查Determine current market position 了解目前在市场上的位置Set target on Market positioning 设定市场定位目标 (e.g. 25P, 50P, 75P or 90P) Adjust C&B policies accordingly 相关薪酬政策调整,Who are our ref
12、erence? 我们和谁比较？,XX的薪酬参照物？,Overall Variance 总述2002 April fixed salary is 3% and 2% higher than 2001 April and 2001 October respectively. 2002年4月市场工资比2001年4月和10月分别增长了3%和2%。,At IPE 60 Level 2002 April is 15% higher than 2001 April and 5% more than 2001 October.IPE60的员工，2002年4月市场工资比2001年4月和10月分别增长了15%和5
13、%。,Example1：Market Survey Data Analysis 举例1：市场调查数据分析,- Market Movement市场移动,- One Companys position in the market 公司在市场上的位置,Example2：Market Survey Data Analysis 举例2：市场调查数据分析,Internally Equitable 内部公平性,Base Pay - Systematic Salary Structure 基本工资 - 系统的工资结构Variable Pay - based on Co.s achievement. 浮动奖金
14、- 与公司业绩挂钩Benefits - secure program for every employee 福利计划 - 为每位员工提供保障Stock Options - to retain & motivate key contributors 股票期权 - 保留和激励关键员工 Performance Management - Standard measurements 绩效管理 - 统一的衡量标准,Internal equity is reflected in the following areas : 内部公平性反映在以下方面：,Cost Affordable & Appropriate
15、 成本承受力及合理性,- Financial Analysis 费用的管理,C&B Cost Forecast - decides if its affordable 薪酬费用预算 - 决定公司是否有能力支付OPEX Forecast - decides if its appropriate and acceptable by Management 营运成本与净销售额的比值(OPEX)的预算 - 决定薪酬是否合理，并能为管理层所接受,Understandable 员工及公司的认同性,Win-Win Principle 双赢原则Employees create value for Company 员工为公司创造价值Company provides employees competitive compensation and helps employees to achieve individual objectives. 公司为员工提供有竞争性的薪酬并帮助员工实现个人目标。Efficient Communication 有效的沟通,Efficient to administer 便于操作,Negative Example :负面例子：,Base Salary Setting 基本工资设定,
