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1、Ericsson Compensation & Benefit 爱立信薪酬体系,C&B vs Company strategy & HR management 薪酬与公司管理和人力资源管理的关系 C&B system establishment, competitiveness, impact to company finance 薪酬体系的建立、竞争力、对公司财务管理的影响力,What are Ericssons business measurements? 爱立信业务的衡量尺度？ (它随着公司业务的转变而变化，去年可能是净销售额、客户满意度、现金流，今年则是订单数量和应收帐款等),The
2、business measurements decide the c&B strategy 业务的衡量尺度决定公司薪酬体系的战略 (如奖励机制中目标的制定直接与业务战略相关),Why HR need to look at money? 人力资源为什么向“钱”看？,all HR activities can be put in money term 所有的人力资源管理活动都可以用钱来衡量 No financial mind-set & analysis, HR is blind. 没有财务分析和头脑，人力资源管理是盲目的。,Net sales per employee 人均净销售额 Net sa
3、les 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 characteristics of Successful Compani
4、es 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,Compensation & Benefit 薪酬体系,仁者见仁，智者见智的薪酬体系,C&B Program Management
5、Cycle 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 M
6、otivate 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 Evaluation IPE - 国际职位评估系统,- A Human Resource tool which measures the impact and
7、 contribution 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
8、时的职位评估,The Four 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:
9、 Communication 沟通,Positions 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
10、产品,Complexity 复杂性,Innovation 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
11、员工,Compensation薪酬,Fixed Salary 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 Insuranc
12、e 境外旅行保险 Transportation 交通 Meal allowance 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 & Appropria
13、te 成本承受力及合理性 Understandable 员工及公司的认同性 Efficient 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 po
14、licies accordingly 相关薪酬政策调整,Who are our reference? 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 Octobe
15、r. 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%。,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 V
16、ariable Pay - based on Co.s achievement. 浮动奖金 - 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 成本承受力及合理性,- Financial Analysis 费用的管理,C&B Cost Forecast - decide
