Compensation薪酬福利管理.ppt

Human Resource Management
Compensating Employees
pensation薪酬福利管理
Framework
for
the
Strategic Management
of
Employees
pensation薪酬福利管理
Strategic Purposes pensation
Attract (the right sort of) people to work for firm
Retain (the right sort of) people to work for firm
Control Costs and Maintain a budget
Motivate exceptional performance
Reward employees for past performance
Reduce unnecessary turnover
Maintain salary equity among employees
Also - Reinforces (or conflicts with) the attitudes and behaviors encouraged with the performance management system.
pensation薪酬福利管理
What pensation?
To counterbalance
To make up for
To offset
(inducements) in exchange for employee contributions.
Compensation refers to the ary and ary consideration employees receive in exchange for the work they perform for anization
Must look at pensation – not just base pay…
pensation薪酬福利管理
pensationin exchange for work
pensation
Direct:
Cash
Indirect: Benefits and Services
Relational Forms
Recognition / Status
Job security
Challenging Work
Learning Opportunities
Personal Satisfaction
Good Culture
Base Pay
Incentives
Merit / Cost of Living
Short Term bonus
Long term bonus
Services & Allowances
Time away from work
pensation薪酬福利管理
Equity theory
e (self) e (other)
Inputs (self) <, >, or = Inputs (other)
O/I (self) > other Better performance, feel
valued, rationalization to account
for overpayment
O/I (self) < other restore equity, seek to increase
es, lower inputs
Comparisons may be with
(a) people inside the firm,
(b) outside the firm, or
(c) self (what it should be).
pensation薪酬福利管理
Increase inputs (., time & effort) to justify higher rewards when they feel over-rewarded.
Decrease inputs pensate for lower rewards when they feel under-rewarded.
Change pensation they receive through legal or other actions (., unionization, grievance)
Modify parisons by choosing another person pare them-selves against.
Distort reality by rationalizing that the ine