愛(ài)立信薪酬管理體系要素-在線(xiàn)瀏覽
2025-02-08 00:17本頁(yè)面
【正文】 Prof. Sales general staff Mgr.Prof. General staff Admin/Sec. Guaranteed Cash Variable Payment Incentive Objectives Setting 獎(jiǎng)金目標(biāo)的設(shè)定 Sales Incentive銷(xiāo)售獎(jiǎng)金 ? Turn Over(order booking, sales) 營(yíng)業(yè)額 (定單，凈銷(xiāo)售額 ) ? Market Share市場(chǎng)份額 ? Cash Flow現(xiàn)金流 ? Product Mix產(chǎn)品組合 1999 ?Turn Over(order booking, sales)營(yíng)業(yè)額 (定單，凈銷(xiāo)售額 ) ?Market Share市場(chǎng)份額 ?Cash Flow現(xiàn)金流 ?Product Mix產(chǎn)品組合 2023 2023 ?MU China Net Sales (pulsory) 中國(guó)市場(chǎng)凈銷(xiāo)售額 (必須 ) ?MU China Cash Flow (pulsory)中國(guó)市場(chǎng)現(xiàn)金流 (必須 ) ?Customer Satisfaction客戶(hù)滿(mǎn)意度 ?... (halfyear evaluation payment) (半年評(píng)估一次 ) 2023 Max. 4 Objectives: 最多 4個(gè)目標(biāo) ? Orders Booked (pulsory)定單量 (必須 ) ? Net Sales (pulsory) 凈銷(xiāo)售額 (必須 ) ? Market Contribution (for managers) 市場(chǎng)損益 (針對(duì)經(jīng)理 ) ? Product Mix (strategic products services)產(chǎn)品組合 ? Customer Satisfaction客戶(hù)滿(mǎn)意度 ? Account Receivable 應(yīng)收帳款 Incentive Objectives Setting 獎(jiǎng)金目標(biāo)的設(shè)定 Sales Incentive銷(xiāo)售獎(jiǎng)金 ? Based on 5 business perspectives of financial, customer, employee, innovation, internal efficiency, Y2K 基于財(cái)務(wù)、客戶(hù)、員工、創(chuàng)新、效率等 5個(gè)方面，以及 Y2K。 1999 ?Maximum 4 objectives 最多 4個(gè)目標(biāo) ?At least 1 objective is financial至少一個(gè)是財(cái) 務(wù)目標(biāo) ?1 objective from the unit in which the employee works 有一個(gè)員工所在部門(mén)的目標(biāo) ?1 objective from the unit of line manager works 有一個(gè)員工經(jīng)理所在部門(mén)的目標(biāo) ?Each anization decide objective weight 各組織自己決定各項(xiàng)目標(biāo)的權(quán)重 ?“Grandfather” principle reinforces objective alignment 兩層經(jīng)理批準(zhǔn)以確保目標(biāo) 的一致性 2023 Incentive Objectives Setting 獎(jiǎng)金目標(biāo)的設(shè)定 STI Performance Bonus短期激勵(lì)獎(jiǎng)金和績(jī)效獎(jiǎng)金 Maximum 4 objectives 最多 4個(gè)目標(biāo) ? Overall objectives of Net Sales/Orders Booked, Market Contribution, Quality/TQM is cascaded down。 2023 2023 Maximum 5 objectives最多 5個(gè)目標(biāo) ?MU China Net Sales (pulsory)中國(guó)市場(chǎng)凈銷(xiāo)售額 (必須 ) ?MU China Cash Flow (pulsory)中國(guó)市場(chǎng)現(xiàn)金流 (必須 ) ?Others其他 (halfyear evaluation payment) (半年評(píng)估一次 ) Incentive Objectives Setting 獎(jiǎng)金目標(biāo)的設(shè)定 STI Performance Bonus短期激勵(lì)獎(jiǎng)金和績(jī)效獎(jiǎng)金 CB Program Evaluation 薪酬體系評(píng)估 ? Impact on anization’s performance (Customers Satisfaction, Profit, external image, etc.) 對(duì)公司業(yè)績(jī)的影響 (客戶(hù)滿(mǎn)意度，贏(yíng)利，外部形象，等 ) ? Costs 費(fèi)用 ? Employee turnover rate 員工離職率 ? Human Resources Effectiveness 人力資本指數(shù) Performance Management 績(jī)效管理 PD Discussion (Q1) 個(gè)人發(fā)展談話(huà) ? Review job description 回顧工作描述 ? Set Objectives Measurements 設(shè)定目標(biāo)及衡量標(biāo)準(zhǔn) ? Competence Profile 技能要求 ? Individual development plan 個(gè)人發(fā)展計(jì)劃 Development Actions 發(fā)展行動(dòng) (Q1Q4) ? Training 培訓(xùn) ? Coaching 教練 ? Counseling 咨詢(xún) ? Review 審核 Performance Appraisal (Q4) 績(jī)效評(píng)估 Evaluate Objective achievements Assess personal performance factors 評(píng)估目標(biāo)達(dá)到情況，其結(jié)果將： ? Input for next year’s PD Discussion 作為次年個(gè)人發(fā)展談話(huà)參考 ?A base for salary revision 作為調(diào)薪的基礎(chǔ) ?A base for career advancement 作為事業(yè)發(fā)展的基礎(chǔ) PD Discussion 個(gè)人發(fā)展談話(huà) When To Have PD Discussion? 何時(shí)進(jìn)行個(gè)人發(fā)展談話(huà)？ ? First quarter of the year 每年的第一季度 ? 6 months after new employee on board(Objective can be set once employee on board) 新員工入職后的 6個(gè)月 (目標(biāo)設(shè)定可于員工入職后即完成 ) ? Employee status change 員工情況變化時(shí) – Promotion升職 – Demotion 降職 – Transfer 工作調(diào)轉(zhuǎn) – ... Step 1 Review Job Description 回顧工作描述 Step 2 Set Objective/Goals SMART 設(shè)定 SMART目標(biāo) Step 3 Set Standards and Measurement設(shè)定衡量標(biāo)準(zhǔn) Step 4 Discuss Competence Profile 討論技能要求 Step 5 Individual Development Plan 設(shè)定個(gè)人發(fā)展計(jì)劃 PD Discussion Steps 個(gè)人發(fā)展談話(huà)步驟 Setting Objectives,Standards and Measurements目標(biāo)及衡量標(biāo)準(zhǔn)設(shè)定 Priority Objectives/ Standards/ Rating Weight Responsibilities Measurement (15) 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. Individual OPEX decreased by By 31st of Dec 02 Kr ,/year. Documented in the financial system, cost center XXX I
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