报偿制度(二)(ppt)
报偿制度(二)
全面报偿设计(Total Compensation Package)
绩效基础薪酬(performance-based pay)
功绩制 (merit pay plan)

间接衡量绩效，通常继续不断发给
奖金制度
将对员工的给付与其绩效或生产力直接挂钩的一种设计; 通常与本薪制度并用.

奖金制度(incentive pay systems)的种类
个人奖励
论件计酬 (piece rate plans)
佣金 (plans based on commissions)
节省工时的奖励 (plans based on time saved
红利(individual bonuses)
提案奖金(suggestion system)
对管理人员的奖励
团体奖励
利润分享计画 (profit-sharing plans)
史甘隆计画 (Scanlon plan)
员工认股 (ESOPs)
理想的奖金制
对员工及管理当局均有利
简单容易了解
有基本薪资保证
个人奖励(Individual Incentives)
计件制(STRAIGHT PIECEWORK)
Pay determination fluctuates based on units of production per time period

差别计件制 (DIFFERENTIAL PIECE RATE)
Uses two separate piece rates
One rate for production up to standard
Another rate for production exceeding standard
标准工时制(STANDARD-HOUR PLAN)
Bases wages on completion of a job or task in some expected period of time

分红制度(PRODUCTION BONUS SYSTEMS)
Hourly rate plus bonus for exceeding a standard

佣金制(COMMISSION)
Pay determination based on a percentage of sales in units or dollars
组织全面奖励制度(Organizationwide Incentives)
提案制度(Suggestion Systems)
Formal method of obtaining employees' ideas about improvements
Reward based on the successful use of an idea

利益分享(Gainsharing Incentives)
考虑员工贡献(Allows employees contributing to performance results to share in the proceeds)
多种利润来源(Gains can include: hours worked, dollars spent on labor, dollars spent on waste)
利润分享计画(Profit Sharing Plans)
Distribute a fixed percentage of total organizational profits to employees

员工认股(Employee Stock Ownership) (ESOPs)
Employees receive stock in the company
Employee benefits paid out in the form of company stock
利益分享计画(Gainsharing Plans):著名例子
林肯公司计画(Lincoln Electric Plan)
论件计酬(All compensation based on piecework)
晋升要看功绩(Promotions on merit)
员工认股 (Stock purchase plan included)
史甘隆计画(Scanlon Plan)
鼓励员工提出可能增进生产力的改善建议。
此制度将劳动成本实质节省后所增加的利润，由全体员工与雇主共同分享(通常全体员工分得75%，公司分得25%).
利润分享计画(Profit Sharing Plans)
在员工正常待遇之外，另行加上分享企业累积产生的利润.
及时分配计画(current distribution plan) : 将当季或当年的利润提出某一比例分配给员工
递延计画(deferred plan) : 利润存到基金中，直到退休、死亡或丧失工作能力时才分配
报酬制度新设计(Innovative Compensation Design): 以个人为基础(People Based Pay)
技能基础 (SKILL-BASED)
Pay levels based on how many skills employees have or how many jobs they can do

知识基础(KNOWLEDGE-BASED)
Rewards employees for acquiring additional knowledge both within current job categories and in new job ones

文凭基础 (CREDENTIAL-BASED)
Requires employees to obtain diplomas or licenses or pass one or more examinations

CEO酬劳的争议
契约保证(Guaranteed employment contracts)
高薪，不受绩效影响(High pay regardless of performance levels)
秘而不宣(Secretive pay packages)
薪资政策与议题
薪资守密问题(Pay Secrecy or openness)
What employees want to know
Will disclosing pay information
Harm or benefit the firm
薪资保障问题(Pay Security)
Guaranteed annual wage
Supplemental unemployment benefits
Cost-of-Living adjustments Severance pay
薪资压缩问题 (Pay Compression)
Pay gaps or differentials between colleagues
Senior and junior employees, supervisors and subordinates

报偿制度(二)(ppt)