薪酬管理的工具和技术英文版.pptx

Salary Review GuidelinesGuidelines on the distribution of increments ? an attempt to overcome the varying standards of judgment leading to an ‘all my ducks are swans’ approach to rewarding staff. The distribution scale may be related to a guideline like this: Assessment Increment (%) Distribution A – outstanding 9 %– 10% 10% B – good 7% – 8% 20% C – satisfactory 4 %– 6% 50% D – needs improvement 0% 10% E – unsatisfactory 0% 10%Salary Review GuidelinesGuidelines on rates of progression ? managers are helped to plan salary progression by being given an indication of the number of years it should take staff at different levels of performance to reach the top of the grade and, in zones of salary range, the limits within the range which can be reach according to their performance. Assessment Limit In Grade Typical Length Learning zone 1 to 3 years 2 years Performing zone 4 to 6 years 5 years Exceeding zone 2 to 4 years 3 years - Salary ProblemsAbsorbing market rates pressures ? arises when general and individual salary reviews have not enabled the company’s salary levels to keep pace with increase in market rates. ? it is exacerbated if the company is expanding and is compelled to obtain key staff who are in short supply.Widening differentials ? differentials are widening between and within companies in the following areas: - between high-and low-paying organizations – the variations in prosperity between differing sectors of industry and commerce and between regions are major contributors to this problems. - between companies paying bonuses or incentives and those paying straight salaries. Salary Problems - between top and middle management within companies – this is partly incentive led - between executives recruited by search and those with a one-company career.Performance pay ? tend to favour the few whose results can be measured. ? merit-assessment are too often based on subjective and biased judgments. ? can be avoided