爱立信薪酬体系.ppt
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1、Ericsson Compensation (IPE43-49) 行政人员-每个级别差约5-10%; 8-15% between grades for professional and management (IPE50 - 57)专业技术或管理人员-每个级别差约8-15%; 30-35% between grades for executive levels (IPE58+) 高级管理人员-每个级别差约30-35%;,Range Spread幅度范围,Narrow range (30-50%) for adm. staff; 窄幅(30-50%)适用于行政人员; Wider range (4
2、0-60%) for professional staff; 稍宽幅度适用于专业技术人员; Widest range (60%-300%) for managerial 由中值差别与幅度范围决定 Overlap of five grades is common. 五个级别内的重叠为正常 Broad banding may produce substantial overlap. “宽级”会造成很大的范围重叠。,Factors Influence Salary Revision 影响个人工资调整的因素,Performance Rating 表现评估得分 Individual Pay Positi
3、on to Salary Structure 相比工资结构,个人的工资水平 salary exceeding the maximum: lump sum 工资超过最高值,付一笔金额,无工资增长 salary beneath the minimum: special adjust 工资低于最低值,特殊调整 Competence and Market Value 能力与市场价值 Cost of Living 物价水平,Incentive Setting 奖金设定,Incentive vs Guaranteed Pay 奖金与固定薪酬的比重 Incentive objectives setting
4、奖金目标的设定,实例2:,Incentive vs Guaranteed Pay奖金与固定薪酬的比重,- Market Movement (example) 市场移动(举例),Incentive Objectives Setting 奖金目标的设定 -Sales Incentive销售奖金,Turn Over(order booking, net sales) 营业额(定单,净销售额) Market Share市场份额 Cash Flow现金流 Product Mix产品组合,1999,Turn Over(order booking, net sales)营业额(定单,净销售额) Market
5、 Share市场份额 Cash Flow现金流 Product Mix产品组合,2000,2001,MU China Net Sales (compulsory) 中国市场净销售额(必须) MU China Cash Flow (compulsory)中国市场现金流(必须) Customer Satisfaction客户满意度 . (half-year evaluation 整体目标如净销售额、定单量、市场损益、质量等由上自下设定 One of managers objectives should be shared by subordinates 下属须有一个目标与经理分担。,2001,20
6、02,Maximum 5 objectives最多5个目标 MU China Net Sales (compulsory)中国市场净销售额(必须) MU China Cash Flow (compulsory)中国市场现金流(必须) Others其他 (half-year evaluation & payment) (半年评估一次),Incentive Objectives Setting 奖金目标的设定 -STI & Performance Bonus短期激励奖金和绩效奖金,C&B Program Evaluation 薪酬体系评估,Impact on organizations perfo
7、rmance (Customers Satisfaction, Profit, external image, etc.) 对公司业绩的影响 (客户满意度,赢利,外部形象,等) Costs 费用 Employee turnover rate 员工离职率 Human Resources Effectiveness 人力资本指数,Performance Management 绩效管理,PD Discussion (Q1) 个人发展谈话 Review job description 回顾工作描述 Set Objectives Measurements 设定目标及衡量标准 Competence Pro
8、file 技能要求 Individual development plan 个人发展计划,Development Actions 发展行动 (Q1-Q4) Training 培训 Coaching 教练 Counseling 咨询 Review 审核,Performance Appraisal (Q4) 绩效评估 Evaluate Objective achievements Assess personal performance factors 评估目标达到情况,其结果将: Input for next years PD Discussion 作为次年个人发展谈话参考 A base for
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