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华为人力资源部薪酬设计方案

作者:上海火学网  发布时间:2012-04-13  来源:上海火学网

        华为人力资源部薪酬设计方案

  設定薪酬結構

  Developing Salary Structure

  2

  設定薪酬結構之考慮因素

  Developing Salary Structure- Considerations

  Base Pay Policy 基本薪酬政策

  Decide Competitive Reference Salary

  決定具有競爭性的標準工資

  Decide Salary Ranges 制定工資幅度

  Range Overlap 幅度重疊

  Significance of Salary Range 工資幅度的重要性

  How many structures? 多少個結構?

  Overs and Unders高出/底於工資幅度

  3

  薪 酬 政 策

  Compensation Policy

  $

  Grade 级 别

  标 准 工 资

  Reference

  Salary

  定下最经济的标准工资以支付公司架构图

  Define the most economic reference salary to pay for the organization chart

  建立最少增加幅度之标准工资

  Establish the smallest possible increase of reference salary

  4

  中國市場數據 Market Data on China -

  上海製造業 Shanghai Manufacturing WOFE (1)

  Data as at April 1999

  90百分比

  90th Percentile

  75百分比

  75th Percentile

  中位數

  Median

  25百分比

  25th Percentile

  10百分比

  10th Percentile

  RMB

  Position Class

  5

  中國市場數據 Market Data on China -

  上海製造業 Shanghai Manufacturing WOFE (2)

  Data as at April 1999

  6

  貴公司以及市場比較

  Your Company vs the Market Comparison

  75百分比

  75th Percentile

  中位數

  Median

  25百分比

  25th Percentile

  貴公司回歸線

  Your company trendline

  RMB

  Position Class

  7

  貴公司以及市場比較

  Your Company vs the Market Comparison

  8

  年初 年中 年末

  Start Year Mid End Year

  年初 年中 年末

  Start Year Mid End Year

  LAG 落后

  LEAD 领先

  LEAD-LAG

  落后-领先之间

  基本薪金政策

  Base Pay Policy

  1320

  1100

  900

  1200

  1000

  800

  1320

  1100

  800

  1320

  1100

  800

  9

  建 立 竞 争 工 资

  Develop Competitive Salaries

  RMB

  Grade

  PC

  41 42 43 44 45 46 47 48 49 50 51 52 53 54 55 56 57

  Grade or Position Class

  一 个 等 级 = 一 个 标 准 工 资

  One Grade = One Reference Salary

  标 准 工 资 = 竞 争 报 酬 = 招 聘 标 准

  Reference Salary = Competitive Pay = Recruitment Standard

  10

  利用幅度制定工资架构

  Develop Salary Structure with Ranges

  a b c = Mid-Point Progression 中点增加率

  a1 - a2 =

  b1 - b2 = Range Spread 幅度

  c1 - c2 =

  Question:

  How much should be the mid-point progression (%) between grades?

  How wide should the ranges be?

  How much should the range overlap?

  }

  RMB

  11

  制定幅度

  Developing Salary Range

  由中点开始 (或标准工资)

  Start with Mid-Point (or Reference Salary)

  决定幅度

  Decide Range Spread

  定最低工资

  Establish Minimum

  定最高工资

  Establish Maximum

  12

  定最低工资

  Establishing Minimum

  最低

  Minimum

  Mid-Point 中点

  1 +

  Range

  2

  =

  (

  (

  幅度

  13

  定最高工资

  Establishing Maximum

  最高 最低 幅度

  Maximum = Minimum x (1 + Range)

  = Rmb 800 x (1 + 50%)

  = Rmb 800 x 1.5

  = Rmb 1,200

  幅度

   Range = Minimum Rmb 800 最低

  Mid-Point Rmb 1,000 中点

  Maximum Rmb 1,200 最高

  14

  中点增加率

  Mid-Point Progression

  Gradual

  逐渐的

  Moderate

  稳健的

  Steep

  陡斜的

  10%

  10%

  15%

  15%

  30%

  30%

  More grades

  多级别

  Less grades

  少级别

  15

  幅度重叠

  Range Overlap

  1,200

  1,000

  800

  1,500

  1,250

  1,000

  1,250

  1,563

  1,875

  Grade

  No overlap 没有重叠

  50% jump each promotion

  每晋升, 增加 50%

  Big overlap 大部分重叠

  12.5% jump each promotion

  每晋升, 增加 12.5%

  Range overlap 重叠部分= 67%

  1,200 - 900 300

  1,350 - 900 450

  Moderate overlap 适度重叠

  25% jump each promotion

  每晋升, 增加 25%

  Range overlap 重叠部分 = 40%

  1,200 - 1,000 200

  1,500 - 1,000 500

  RMB

  RMB

  RMB

  16

  幅度重叠

  Range Overlap (2)

  How much ? 多少

  一个级别的幅度一般不超过三个其他级别的重叠

  The range span of any one grade should not overlap much more than three other grades

  17

  幅度的重要性

  Significance of Salary Range

  Q4

  Q2

  Q3

  Q1

  中点 = 竞争性工资

  Mid-Point = Competitive Pay

  Maximum 最高点

  Minimum 最低点

  一般期望 = 标准工资

  Standard Expectation = Reference Salary

  - Performance 工作表现

  - Competencies 技能

  - Years in service 服务年期

  18

  多少结构

  How Many Structures?

  市场特色

  Market Characteristics

  内部平衡

  Internal Equity

  外部竞争力

  External Competitiveness

  管理概念

  Management Philosophy

  19

  $

  中值前进

  mid-point progression

  Reference Salary

  标准工资

  超过/低过 工资幅度

  Overs and Unders

  用什么策略?

  What Strategies?

  20

详细图表:薪酬设计方案

文件类型: .rar华为薪酬设计方案 .rar (155.17 KB)
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