新酬管理工具和技术英文PPT

What is Job Evaluation?
Job evaluation is a decision process of comparing one job with another job with the aim of establishing the relative importance of jobs within the organization.
Influence employees’ work attitudes and behaviour.
Attract talents. Retain talents. Motivate employees.
Comply with regulations. Consistency in policy administration.
The Strategic Compensation Model
Concepts
Compensation Techniques
Compensation Objectives
Internal equityAnalysis Description Evaluation Grades
Quantitative Method (an example is the Guide Chart Profile Method)
Job Classification Method adopted by
Academic Institutions such as Universities
Job Class A : Doctorate Degree with at least 10 years post doctoral experience plus relevant management experience (Faculty Head)
Human Resource Admin. • Records & information mgt. • Personnel research • HR policy review • HR process improvements • HR performance stds & audit • Legal compliance • Document control
PERFORMANCE MANAGEMENT We believe in equipping employees with the necessary skills to do a good job, providing them with the tools, the environment, the support and the information needed to excel in their jobs.
Compensation Management : Tools and Techniques
Lee Kok Wai Lectures 4 and 5
HR’s 4 Roles & Key Accountabilities
Future/Strategic Focus
Strategic Partner
HR as Business Partner
External equity
Market Salary Definitions Surveys
Policy
Pay
Lines Structures
Employee equity
Seniority Performance Increase Increases Evaluation Guidelines
CULTURE/VALUE MANAGEMENT We believe in instilling our corporate core values and promoting a corporate culture that emphasizes results, teamwork, learning, sharing, service quality and work excellence.
Job Class F : Masters Degree with less than 3 years experience (Teaching or Research Assistant)
WELFARE MANAGEMENT We believe in being a firm, fair and caring employer. We strive to make employees value their jobs and want to remain in the organization based on their abilities to contribute and grow.
Job Class D : Masters Degree with 5 to 10 years post graduate experience (Lecturer)
Job Class E : Masters Degree with 3 to 5 years experience (Assistant Lecturer)
Strategic Components of Human Resources
COMPENSATION MANAGEMENT We believe in paying competitive wages that commensurate with job size and individual performance
Evaluating the job, not the job-holder Evaluating the present job, not the future job Job is being carried out in a fully acceptable
and competent manner Process of evaluation is based on given facts
Culture and Image
Strategic HR Planning
Organizational Design
Change Agent
Staffing
Performance Measurement
Succession Planning
Training & Development
Processes
Culture/Values Mgt. • Corporate vision • Corporate mission • Culture building • Teambuilding • Habits building
EHS&S Mgt. • Environment mgt. • Employee wellness • Employee health services • Loss prevention • Asset management • Safety mgt.
People
Compensation
Benefits
Employee Relations
VOW Survey Action Plan
Compliance
HR Information Systems
Administrative Expert
Labor Relations
Environment, Health, Safety &
Administration
Planning, Budgeting, Monitoring, Evaluating
Role clarity and accountability.
Facilitates administration and performance management.
Competitive wage policies and practices.
Job Class B : Doctoral Degree with at least 5 to 10 years post doctoral experience (Full Professor)
Job Class C : Doctoral Degree with less than 5 years post doctoral experience or Masters Degree with over 10 years post graduate experience (Associate Professor and Senior Lecturer)
Compensation Mgt. • T-Comp philosophy & design • T-Comp planning & admin. • Incentive plans (MIPs/LTB) • Profit-sharing scheme • Reward & recognition prog. • Expatriate mgt.
Performance Mgt. (HRD) • Staff training & development • Succession planning • Career planning • Coaching & counseling • Appraisal review/ranking • Organization development • Leadership development
in the job descriptions. Evaluate the job based on the “primary
responsibilities” and ignore the “special personal-to-holder responsibilities.”
Job Evaluation : 3 Main Methods
Job evaluation will provide an internally logical ranking of all jobs which will form the basis of the company’s salary structure
Principles For Job Evaluation
Qualitative Method (an example is the Job Classification Method and the Job Comparison Method)
Quantifying the Qualitative Method (an example is the Point Method)
Security
Employee Relations
Expert
Day-to-Day Operational Focus
Managing Human Resources in COMPAQ
Manpower Mgt. • Headcount management • Recruitment strategies • Sources of labor supply • Selection process & tools • Retention strategies & plans • Staff deployment • Staff orientation
Employee Relations Mgt. • Benefits administration • Code of conduct & ethics • Employee discipline • Employee communications • Staff social, sports & recreation • Community services & relations
CAREER MANAGEMENT We believe in matching employees’ strengths and aptitudes to available jobs, developing them to their highest potential and offering them opportunities to advance in their careers.