最新-全面薪酬管理(PPT-32)-PPT精品课件.ppt
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1、Elliot R.Susseles,Senior Vice PresidentThe Segal CompanySeptember 17,2019Copyright 2019 by The Segal Group,Inc.,the parent of The Segal Company.All rights reserved.“Quantifying Total Compensation”segalco1Why is Total Compensation Important?Lack of understanding of total compensation costs(among empl
2、oyers and employees)Need to communicate and educate employees on all the compensation that they receive(not just salary)2Policy Questions Is your total compensation structure:Competitive with the market?Aligned with your strategic plan?Aligned with your employees values?3 Defining Total Compensation
3、 Employees Perceptions and Values Quantifying Total Compensation Case StudyState of ArizonaDiscussion Outline46000集营销管理视频免费给你培训集营销管理视频免费给你培训或或xdgd 一个营销管理视频网站,里面的视频资料全都可以免费观看和下载的,列举一部分:完善培训体系提高企业核心竞争力 企业新晋员工职业化训练教程 飞人乔丹教你如何利用团队精神成为NO.1 调整员工心态改善工作态度 名家论坛:战略管理 企业选人方法与心理测量技术 零缺陷现代质量经营新思维 业务员教程训练更多免费营销管理
4、视频在:或xdgd5Defining Total CompensationIMPORTANT QUESTIONS1)What is the true cost of your total compensation?2)What impact does each element have on satisfaction,retention,and recruitment?3)What are the strengths and weaknesses of your total compensation structure?EmployeeValuePropositionCompensationA
5、ffiliationWorkContentCareerBenefitsOrganization commitmentOrganization supportWork environmentOrganization citizenshipTitleBase salaryIncentivesCash recognitionPremium payPay processBenefitsNon-cash recognitionPerquisitesAdvancementPersonal growthTrainingEmployment securityVarietyChallengeAutonomyMe
6、aningfulnessFeedback6Financial Elements of Total Compensation Base pay Overtime costs Pay differentials Paid time off Health and Rx benefits Dental and vision benefits Life and disability insurance Retirement benefits(including Social Security and retiree health)Other benefit costsTotal compensation
7、 calculations assess all the financial costs of providing compensation and benefits to the workforce.Direct FinancialIndirect Financial7Financial Elements of Total Compensation Base pay Overtime Pay differentials Paid time off Health and Rx insurance Dental and Vision coverage Life and Disability in
8、surance Retirement benefits Other benefitsDirect FinancialIndirect Financial8 Defining Total Compensation Employees Perceptions and Values Quantifying Total Compensation Case StudyState of ArizonaDiscussion Outline9Employees Perceptions and ValuesDoes your total compensation structure support?Employ
9、ee Satisfaction Loyalty and Commitment Successful RecruitmentWhich elements of total compensation are most important to your employees?Priorities may change with age and family status Every employer has a unique workforceThe market may not reflect what your employees need and care about.10Employees
10、Perceptions and ValuesEmployees with a working spouse may view health insurance as less valuable than pay increases or other benefitsEmployees without children may see little value in child-related benefits(dependent coverage,529 plans,orthodontia plan)Employees in single-income households may view
11、job security as more important than pay or benefitsEmployees age 45 and above are usually more focused on retirement benefits compared to younger employees11Employees Perceptions and ValuesFor example,one employee survey conducted in a County Government in Colorado revealed that 42%of employees have
12、 access to health insurance through their spouse 50%have children living at home(14%with kids under age 6)49%are in single-income households(22%are single parents)49%are age 45 or olderEmployees at different life stages will value each component of total compensation differently.12The Market May Not
13、 Reflect What Your Employees ValueYour current total compensation structureThe“market average”total compensation structureWhat Your Employees Value13 Defining Total Compensation Employees Perceptions and Values Quantifying Total Compensation Case StudyState of ArizonaDiscussion Outline14Information
14、NeededDirect FinancialBase pay rates for representative benchmark jobs Estimated overtime costs(mandatory and discretionary)Additions to pay(differentials,bonuses,awards,etc.)Number of paid days off(holidays,sick leave,vacation)DirectFinancial15Information NeededDirect Financial continuedSelect benc
15、hmark jobs that represent the entire workforce Departments Occupational groups Hierarchy/grade levels Determine a consistent basis for comparing pay Pay range minimum,midpoint,or maximum Current actual average salaries Common definition of the workweekEstimate annual overtime payments(mandatory and
16、discretionary)Calculate annual payments for other direct compensation Allowances/differentials Certification pay or education incentives Performance awards and bonuses Temporary market adjustments16Information NeededDirect Financial continuedFor example:Benchmark Jobs Average Current Base Salary Ann
17、ual Average OT Average Bonus Total Accountant II$43,000$3,000$46,000 Admin Asst I$22,000$6,000$28,000 Zookeeper Manager$55,000$55,000 Average$40,000$2,000$1,000$43,000 17Information NeededIndirect FinancialEmployer contribution rates to health,Rx,dental,etc.Enrollment data by plan and coverage(HMO/P
18、PO,single/family)Rates for employer-paid life and disability insuranceRetirement plan and retiree health contribution ratesSocial security and other mandated contributionsOther benefits paid by employerIndirectFinancial18Methods of Collecting Market DataPublished Data SourcesAdvantages Can be less c
19、ostly Can be less time consumingDisadvantages May be out-of-date Job matches are less certain May not contain data for desired employers,markets,jobs,locationsCustomized SurveysAdvantages Can obtain desired data specific to certain employers,jobs,etc.Data is current Can obtain data on pay policies,s
20、tructures,and other information beyond job pay ratesDisadvantages Can be costly and time consuming No guarantee that employers will respond to survey Private sector data hard to obtain19 Defining Total Compensation Employees Perceptions and Values Quantifying Total Compensation Case StudyState of Ar
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