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薪資策劃

 

綜合業務 >> 薪資策劃


如何制定薪酬策略,以支持企業快速發展 ?

How to develop salary strategy to support the rapid development of enterprises?

如何設立薪酬等級,以解決崗位價值的衡量問題,為不同崗位不同等級的薪酬支付提供依據 ?

How to set up a compensation levels to solve the problem of different position values,  and provide the basis for different levels of payment in different positions?

如何構建薪酬結構,使薪酬具備多元性、浮動性、激勵性。將浮動薪酬與績效結合,強化績效對員工的牽引?

How to build the compensation structure to make compensation has diversity, floating and incentive, and combine the floating compensation with performance to strengthen the traction between performance and the employee?

如何調整薪酬水平,以解決薪酬資源有限性與薪酬市場競爭性之間的矛盾,有效吸引和保留人才 ?

How to adjust compensation levels to solve the contradiction between the compensation resource limitation and competition, and attract, retain talent effectively?

如何開展薪酬控制,預測、監控企業所需支付的薪酬總額,維持正常的薪酬成本開支,減少企業財務負擔 ?

How to develop compensation control, prediction and monitoring of the total compensation amount that enterprise needed to pay, in order to maintain normal compensation costs and reduce the enterprise financial burden?

 

                            …... 等薪酬管理問題賢益幫你策劃!

Xian Yi helps you to plan the compensation management problems!

薪酬管理指在組織發展戰略的指導下,對員工的薪酬支付原則、薪酬策略、薪酬水平、薪酬結構、薪酬構成進行確定、分配和調整的動態管理過程。

Compensation management means the dynamic management process about determination, allocation and adjustment of staff salary payment in the aspects of compensation payment principle, compensation strategy, compensation level, compensation structure under the guidance of the organization development strategy.

賢益擅長

Xian Yi's strengths

  1. 外部薪酬調研:通過一系列標準、規范和專業的方法,對市場上各職位進行分類、匯總和統計分析,形成能夠客觀反映市場薪酬現狀的調查報告,為企業提供薪酬設計方面的決策依據。

1、External compensation survey:Classify, aggregate and statistical analysis each position in the market to form a market survey of compensation report that can reflect the market current state objectively through a series of standards, norms and professional means, to provide enterprises with decision-making basis in salary design.

2、崗位價值評估:在工作分析的基礎上,客觀科學的對崗位在組織中的影響范圍、職責大小、工作強度、工作難度、任職條件、崗位工作條件等等特性進行評價,以確定崗位在組織中的相對價值,并據此建立崗位價值序列。

2、Position value evaluation:On the basis of the work analysis, evaluate the influence scope, responsibilities, work intensity, difficulty, work condition, position and other characteristics objectively and scientifically, so as to determine the relative value of the position in the organization and establish job value sequence.

  1. 設立薪酬等級:基于崗位價值評估等架構設立規范的薪酬等級體系,在解決薪酬內部公平性的同時,牽引員工快速發展。

3、The establishment of salary grade: Set up the standard level of compensation system based on the position value evaluation framework, which could guide employees to have a rapid development while solving the fairness of internal compensation.

  1. 構建薪酬結構:根據不同崗位不同人才群體制定有針對性、多元化的薪酬組合。將薪酬與績效結合,按崗位責任大小、崗位工作性質確定浮動比例,合理設定浮動薪酬。強化薪酬的激勵性。

4、Construction of salary structure: Develop the targeted, diversified compensation package according to the different positions and different talent group. Combining the compensation and performance, and setting the variable pay, determine the floating proportion according to the post responsibility and job properties. So that to strengthen the incentive of the compensation.

  1. 開展薪酬控制:客觀科學的建立薪酬控制指標和考核機制,通過員工定編、調整薪酬水平和薪酬結構、控制薪酬比例等技術途徑,控制薪酬總額,維持正常的薪酬成本開支,減少企業財務負擔。
  1. The control of compensation cost: Establish compensation control indicators and evaluation mechanism objectively, and control the total compensation to maintain pay cost, reduce the enterprise's financial burden through the method of staff allocation, adjusting the pay levels and pay structure, controlling compensation ratio and other technical ways.
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