【正文】 ... ?Base Salary 基本工資 ?13 Months Salary 年底雙薪 ?Overtime Payment加班工資 ?Travel Allowance 出差補貼 Stock Option 股票期權(quán) CB Package Designing Principles 薪酬設(shè)計原則 ? Externally petitive 外部競爭力 ? Internally equitable 內(nèi)部公平性 ? Cost Affordable Appropriate 成本承受力及合理性 ? Understandable 員工及公司的認同性 ? Efficient to administer 便于操作 Externally Competitive 外部競爭力 ? Select petitors. 選定競爭對手 ? Select the appropriate type of survey 選擇適當?shù)氖袌稣{(diào)查 ? Determine current market position 了解目前在市場上的位置 ? Set target on Market positioning 設(shè)定市場定位目標 (. 25P, 50P, 75P or 90P) ? Adjust CB policies accordingly 相關(guān)薪酬政策調(diào)整 Who are our reference? 我們和誰比較？ XX的薪酬參照物？ 01 0 0 , 0 0 02 0 0 , 0 0 03 0 0 , 0 0 04 0 0 , 0 0 05 0 0 , 0 0 044 45 46 47 48 49 50 51 52 53 54 55 56 57 58 59 60Po s i ti o n C l a s sR m b2023 2 0 0 1 A p r i l 2 0 0 1 O c t o b e rOverall Variance 總述 2023 April fixed salary is 3% and 2% higher than 2023 April and 2023 October respectively. 2023年 4月市場工資比 2023年 4月和 10月分別增長了 3%和 2%。 以市場數(shù)據(jù)和現(xiàn)行工資為參考 ? Use regressed trend line。 稍寬幅度適用于專業(yè)技術(shù)人員； ? Widest range (60%300%) for managerial executive staff. 最寬幅度適用于管理人員 Range Overlap 范圍重疊 ? A function of midpoint differentials and range spreads。 1999 ?Maximum 4 objectives 最多 4個目標 ?At least 1 objective is financial至少一個是財 務(wù)目標 ?1 objective from the unit in which the employee works 有一個員工所在部門的目標 ?1 objective from the unit of line manager works 有一個員工經(jīng)理所在部門的目標 ?Each anization decide objective weight 各組織自己決定各項目標的權(quán)重 ?“Grandfather” principle reinforces objective alignment 兩層經(jīng)理批準以確保目標 的一致性 2023 Incentive Objectives Setting 獎金目標的設(shè)定 STI Performance Bonus短期激勵獎金和績效獎金 Maximum 4 objectives 最多 4個目標 ? Overall objectives of Net Sales/Orders Booked, Market Contribution, Quality/TQM is cascaded down。 Weighting 權(quán)重： ? Objectives/Responsibilities = 60% 目標 /職責占 60% ? Performance factors = 40% 表現(xiàn)因素占 40% Performance appraisal 績效評估 . Initiative 主動性 . Problem solving 解決問題能力 . Customer oriented 客戶導向 . Team work 團隊精神 . Communication溝通技巧 Performance Factors 表現(xiàn)因素 Examples 例如： Five Levels of Performance 績效的五個等級 Termination 解雇 Training 培訓 Promotion 升職 1 2 3 4 5 UNACCEPTABLE 不合格 NEEDS IMPROVEMENT 需改進 MEETS REQUIREMENTS 達到要求 EXCEEDS REQUIREMENTS 超過要求 OUTSTANDING 表現(xiàn)突出 ? Performance well below expectations 表現(xiàn)大大低于期望 ? Immediate disciplinary action required 應(yīng)立即處罰 ? requires improvement in some areas 在某些領(lǐng)域需要改進 ?Is he/she new in the job? 是否為新員工？ ? Meets all objectives 達到所有目標 ?Minor shortfalls極少不足 ? Meet all objectives達到所有目標 ?Exceeds some objectives 超過一些目標要求 ? Exceed all objectives 超過各項目標 ?obvious at all area 在合方面都表現(xiàn)突出 Normal Distribution of 5 Performance Ratings 五個績效等級的正態(tài)分布 Unacceptable 不合格 Acceptable 需改進 Good 達到目標 Excellent 超過要求 Outstanding 表現(xiàn)突出 0% 5% 10% 70% 10% 5% Performance Appraisal Form 表現(xiàn)評估表 Priority Objectives/ Standards/ Rating Weight Responsibilities Measurement 30%. 20%. 15%. Deliver project XXX according Delivered by 15th of Apr 02 to time plan and project spec. Increase after delivering by over 3,8. Excellent Individual OPEX decreased by By 31st of Dec 02 Kr ,/year. Documented in the financial system, cost center XXX Outstanding Implement Performance Measured by Dialog, Dec 01: Management within XXX. All employees have set goals. Excellent All employees have PDdisc. Increased Empowerment index by over 30% Examples 舉例 :