人力資源管理-外文翻譯(存儲(chǔ)版)
【正文】 外津貼的福利,或津貼,只提供給員工一些組織中的特殊地位,通常上層管理人員。平衡薪酬理想情況下,一個(gè)公司應(yīng)該建立內(nèi)部和外部的薪酬公平,但這些目標(biāo)往往相悖。一般來(lái)說(shuō), 新的、小型企業(yè)在瞬息萬(wàn)變的市場(chǎng)更適合強(qiáng)調(diào)外部股權(quán)。“他馬上拿起電話,或者在回家的路上使用他的汽車(chē)電話—無(wú)論途中他需要做什么來(lái)打這個(gè)電話。相比之下, Anderson Windows根據(jù)公司利潤(rùn)的形式付給其員工總薪酬50%的獎(jiǎng)金。對(duì)于那些年基本工資收入低于25000美元的,這個(gè)比例下降到低于5%。許多人堅(jiān)持因?yàn)榘偃f(wàn)富翁后,蘋(píng)果公司的股票價(jià)值在1980年代中期空前高漲。員工福利保護(hù)員工免受可能危及他們的健康和金融安全的風(fēng)險(xiǎn)。當(dāng)一個(gè)潛在的雇員在多個(gè)工作機(jī)會(huì)與類似的工資中做選擇時(shí),公司提供有吸引力的福利將會(huì)在前面。這個(gè)“20年”退休規(guī)定允許退役軍人在很年輕的時(shí)候開(kāi)始第二職業(yè)的安全終身退休收入來(lái)補(bǔ)充他們的收益。:補(bǔ)假計(jì)劃給員工時(shí)間有或沒(méi)有支付,根據(jù)計(jì)劃。:退休福利提供員工在退休后收入。出于這個(gè)原因,好處是有時(shí)被稱為“金手銬”。,看在396頁(yè)題為:“穿過(guò)邊境看福利:加拿大的醫(yī)療保健系統(tǒng)” 的加拿大醫(yī)療保健政策的問(wèn)題和應(yīng)用程序功能的簡(jiǎn)要總結(jié)?？傂匠甑母＠a(bǔ)充由基本福利和薪酬激勵(lì)部分組成。蘋(píng)果電腦公司提供了一個(gè)極好的例子,使用可變工資自己和其員工的優(yōu)勢(shì)。一般來(lái)說(shuō),變量的比例加薪作為員工的基本工資增加,表明那些在更高級(jí)別的職位賺得更多,但他們的整體薪酬更危險(xiǎn)。固定和可變工資公司可以選擇支付高比例的總薪酬基本工資的形式(例如, 每月一個(gè)可預(yù)測(cè)的薪水)或變量的形式支付,根據(jù)一些波動(dòng)預(yù)先制定標(biāo)準(zhǔn)?！拔視?huì)打電話給邁克爾或電子郵件他說(shuō),“我們有一個(gè)招募幾個(gè)相互競(jìng)爭(zhēng)的報(bào)價(jià)。這個(gè)決定通常是基于每個(gè)員工的相對(duì)重要性。因此,支付多少錢(qián),誰(shuí)支付公司重要的戰(zhàn)略問(wèn)題是什么。總薪酬的最后一個(gè)組件是好處,有時(shí)被稱為間接補(bǔ)償。 retirement funds, but these funds are available only to employees who stay with the pany for a certain number of years. For this reason, benefits are sometimes called golden handcuffs. An excellent example of the power of benefits to retain employees is the . military, which provides early retirement benefits to personnel who put in 20 years of service. This 20 years and out retirement provision allows retired military people to start a second career at a fairly young age with the security of a lifelong retirement ine to supplement their earnings. These generous benefits help the armed forces retain valuable officers and professionals who would otherwise be attracted to higherpaying civilian jobs.Type of benefitsBenefits can be organized into six categories. These categories, which we examine in detail in this chapter, are: required benefits: . law requires employers to give four benefits to all employees, with only a few exceptions: (1)Social Security。 advantage. Employees were willing to work for low salaries for several years in exchange for pany stock。ll call Michael or him to say, 39。 pensation packages. A special category of benefits called perquisites, or perks, are available only to employees with some special status in the organization, usually upperlevel managers. Common perks are a pany car, a special parking place on pany grounds, and panypaid country club memberships.Compensation is the single most important cost in most firms. Personnel costs are as high as 60 percent costs on certain types of manufacturing environments and even higher in some service organizations(for example, labor costs amount to approximately 80 percent of the . Postal Service39。 pay will be adjusted upward to meet(or perhaps exceed)market rates and which groups39。 says Esparza. And he39。s stock value soared.Not all variable pay plans work out well for employees, however. Employees at two airlines, People Express and America West, found that the stock they received in lieu of a higher salary was almost worthless when they tried to cash it in.Designing and Administering BenefitsAn overview of BenefitsEmployee benefits are group membership rewards that provide security for emp
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