美国研究生课程-薪酬管理-策略薪酬PPT课件下载推荐.pptx
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美国研究生课程-薪酬管理-策略薪酬PPT课件下载推荐.pptx
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Labor&
EmployeeRelations13HealthPolicy&
Admin.1HREREmployeeRelations6PoliticalScience1Sociology1Psychology1ClassDemographicsStudentsbyStateorCountryChinaAustraliaLuxembourg111111413LearningExercise#1ResultsLearningExercise#1ResultsLearningExercise#1ProposedResultsSalaryInformationSource-BloombergBusinessweek,September13-19,2010LearningObjectivesBasiccompensationconceptsHistoricalperspectiveStrategicversestacticalcompensation.CompensationwithinHRCompensationstakeholders.Intrinsic:
intrinsiccompensationrepresentsemployeescriticalpsychologicalstatesthatresultfromperformingtheirjobs.Extrinsic:
extrinsiccompensationincludesbothmonetaryandnonmonetaryrewards.BasicCompensationConceptsElementsofCoreCompensationBasepay-Hourlypay-AnnualsalaryCompensableFactors:
EmployeesskilllevelEmployeeseffortEmployeeslevelofresponsibilityWorkingconditionsBasepayadjustments:
-CostofLivingAdjustments(COLAs)-Senioritypay-Meritpay-Skill-basedpay-Incentivepay-Person-focusedpayElementsofCoreCompensationBasePayAdjustmentsCOLAsCostOfLivingAdjustments-periodicbasepayincreasesthatarebasedonchangesinpricesasindexedbytheconsumerpriceindex(CPI).SeniorityPaysenioritypaysystemsrewardemployeeswithperiodicadditionstobasepayaccordingtoemployeeslengthofserviceinperformingtheirjobsMeritPaymeritpayprogramsassumethatemployeescompensationovertimeshouldbedetermined,atleastinpart,bydifferencesinjobperformance.BasePayAdjustments(Contd)IncentivePayincentivepay(orvariablepay)rewardsemployeesforpartiallyorcompletelyattainingapredeterminedworkobjective.Pay-for-KnowledgePlanspay-for-knowledgeplansrewardemployeesforsuccessfullylearningspecificcurriculaSkill-basedPayskill-basedpayisusedmostlyforemployeeswhoperformphysicalworkandincreasestheseworkerspayastheymasternewskills.DiscretionaryBenefitsThreeBroadCategories:
ProtectionprogramsprovidebenefitsthatpromotehealthandguardagainstincomelossPaidtime-offprovidespayfortimewhentheyarenotworkingServicesprovidesbenefitssuchastuitionreimbursementanddaycareLegally-RequiredBenefitsFederalLegislationDesignedto:
PromoteworkersafetyandhealthMaintainfamilyincomeAssistfamiliesincrisisProvideassistanceincaseofDisabilityUnemploymentHistoricalPerspectiveonCompensationScientificmanagementpractices-controllaborcostsTime-and-motionstudies-analyzedthetimeittookemployeestocompletetheirjobs.WelfarepracticesmotivatedinparttominimizeemployeesdesireforunionrepresentationCompetitiveadvantage-companysabilitytomaintainmarketshareandprofitabilityoverasustainedperiodofseveralyears.StrategicVersusTacticalDecisionsStrategicdecisionsguidetheactivitiesofcompaniesinthemarketTacticaldecisionssupportthefulfillmentofstrategicdecisionsCopyright2013PearsonEducation,Inc.PublishingasPrenticeHallCompetitiveStrategyPlanneduseofcompanyresourcesTechnologyCapitalHumanResourcesTwoormoreyearsoftimespanCompetitivestrategychoices:
LowestcoststrategyDifferentiationstrategyFocusonbeinglowestcostproducer/sellerofgoodsorservicesEffectivewhenJobs:
IncludepredictablebehaviorsHaveashort-termfocusRequireautonomousactivityFocusonquantityofoutputEx:
Ryanair(reducedoperationscosts)Lowest-CostStrategyCopyright2013PearsonEducation,Inc.PublishingasPrenticeHallDifferentiationStrategy:
focusonofferinguniquegoodsorservicestothepublicDifferentiationStrategyEffectivewhenJobs:
RequirehighlycreativebehaviorsHavealong-termfocusDemandcooperationandindependenceInvolverisk-takingEx:
P&
GdifferentiatesEukanubafromIams(Brandimageandpricepremiums)Copyright2013PearsonEducation,Inc.PublishingasPrenticeHallCompensationDepartmentPromoteeffectivecompensationsystemsbymeetingthreeimportantgoals:
InternalconsistencyMarketcompetitivenessRecognitionofindividualcontributionsCopyright2013PearsonEducation,Inc.PublishingasPrenticeHallAchievedwhenthevalueofeachjobisclearlydefined.Represents:
JobstructureHierarchyAchievedusing:
JobanalysisJobevaluationCompensationpoliciesthatfitwithbusinessobjectivesVitalinattractingandretainingemployeesArebasedon:
StrategicanalysisCompensationsurveysPayStructures:
payisdeterminedbyemployeescredentials,jobknowledge,andjobperformancePayGrades:
basedoncompensablefactorsandvaluePayRanges:
buildsongrades,usesmidpoints,minimums,andmaximumsInternalConsistencyMarketCompetitivenessIndividualContributionsStakeholdersEmployeesManagersExecutivesUnionsGovernmentCompensationPracticesLearningObjectivesBasiccompensationconceptsHistoricalperspectiveStrategicversestacticalcompensation.Compe
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