全面薪酬管理(PPT+32)

ElliotR.Susseles,SeniorVicePresidentTheSegalCompanySeptember17,2004Copyright?2004byTheSegalGroup,Inc.,theparentofTheSegalCompany.Allrightsreserved.“QuantifyingTotalCompensation”WhyisTotalCompensationImportant?Lackofunderstandingoftotalcompensationcosts

(amongemployersandemployees)Needtocommunicateandeducateemployeesonallthecompensationthattheyreceive

(notjustsalary)1PolicyQuestions

Isyourtotalcompensationstructure:Competitivewiththemarket?Alignedwithyourstrategicplan?Alignedwithyouremployees’values?26000集營(yíng)銷管理視頻免費(fèi)給你培訓(xùn)或一個(gè)營(yíng)銷管理視頻網(wǎng)站，里面的視頻資料全都可以免費(fèi)觀看和下載的，列舉一部分：《完善培訓(xùn)體系提高企業(yè)核心競(jìng)爭(zhēng)力》《企業(yè)新晉員工職業(yè)化訓(xùn)練教程》《飛人喬丹教你如何利用團(tuán)隊(duì)精神成為NO.1》《調(diào)整員工心態(tài)改善工作態(tài)度》《名家論壇：戰(zhàn)略管理》《企業(yè)選人方法與心理測(cè)量技術(shù)》《零缺陷——現(xiàn)代質(zhì)量經(jīng)營(yíng)新思維》《業(yè)務(wù)員教程訓(xùn)練》………………更多免費(fèi)營(yíng)銷管理視頻在：或4DefiningTotalCompensation

IMPORTANT

QUESTIONS1) Whatisthetruecostofyourtotalcompensation?2) Whatimpactdoeseachelementhaveonsatisfaction,retention,andrecruitment?3) Whatarethestrengthsandweaknessesofyourtotalcompensationstructure?EmployeeValue

PropositionCompensationAffiliationWork

ContentCareerBenefitsOrganizationcommitmentOrganizationsupportWorkenvironmentOrganizationcitizenshipTitleBasesalaryIncentivesCashrecognitionPremiumpayPayprocessBenefitsNon-cashrecognitionPerquisitesAdvancementPersonalgrowthTrainingEmploymentsecurityVarietyChallengeAutonomyMeaningfulnessFeedback5FinancialElementsofTotalCompensationBasepayOvertimecostsPaydifferentialsPaidtimeoffHealthandRxbenefitsDentalandvisionbenefitsLifeanddisabilityinsuranceRetirementbenefits

(includingSocialSecurity

andretireehealth)OtherbenefitcostsTotalcompensationcalculationsassessallthefinancialcosts

ofprovidingcompensationandbenefitstotheworkforce.DirectFinancialIndirectFinancial6 DefiningTotalCompensation

Employees’Perceptions

andValues QuantifyingTotalCompensation CaseStudy—StateofArizonaDiscussionOutline8Employees’PerceptionsandValuesDoesyourtotalcompensationstructuresupport…?EmployeeSatisfactionLoyaltyandCommitmentSuccessfulRecruitmentWhichelementsoftotalcompensationaremostimportanttoyouremployees?PrioritiesmaychangewithageandfamilystatusEveryemployerhasauniqueworkforceThemarketmaynotreflectwhat

youremployeesneedandcareabout.9Employees’PerceptionsandValuesEmployeeswithaworkingspousemayviewhealthinsuranceaslessvaluablethanpayincreasesorotherbenefitsEmployeeswithoutchildrenmayseelittlevalueinchild-relatedbenefits(dependentcoverage,529plans,orthodontiaplan)Employeesinsingle-incomehouseholdsmayviewjobsecurityasmoreimportantthanpayorbenefitsEmployeesage45andaboveareusuallymorefocusedonretirementbenefitscomparedtoyoungeremployees10TheMarketMayNotReflectWhatYourEmployeesValueYourcurrenttotalcompensationstructureThe“marketaverage”totalcompensationstructureWhatYourEmployeesValue12 DefiningTotalCompensation

Employees’PerceptionsandValues QuantifyingTotalCompensation CaseStudy—StateofArizonaDiscussionOutline13InformationNeeded—DirectFinancialBasepayratesforrepresentativebenchmarkjobsEstimatedovertimecosts(mandatoryanddiscretionary)Additionstopay(differentials,bonuses,awards,etc.)Numberofpaiddaysoff(holidays,sickleave,vacation)Direct

Financial14InformationNeeded—DirectFinancialcontinuedForexample:16InformationNeeded—IndirectFinancialEmployercontributionratestohealth,Rx,dental,etc.Enrollmentdatabyplanandcoverage(HMO/PPO,single/family)Ratesforemployer-paidlifeanddisabilityinsuranceRetirementplanandretireehealthcontributionratesSocialsecurityandothermandatedcontributionsOtherbenefitspaidbyemployerIndirect

Financial17MethodsofCollectingMarketData

PublishedDataSourcesAdvantagesCanbelesscostlyCanbelesstimeconsumingDisadvantagesMaybeout-of-dateJobmatchesarelesscertainMaynotcontaindatafordesiredemployers,markets,jobs,locationsCustomizedSurveysAdvantagesCanobtaindesireddataspecifictocertainemployers,jobs,etc.DataiscurrentCanobtaindataonpaypolicies,structures,andotherinformationbeyondjobpayratesDisadvantagesCanbecostlyandtimeconsumingNoguaranteethatemployerswillrespondtosurveyPrivatesectordatahardtoobtain18CaseStudy:StateofArizonaGovernmentLegislativerequirementtoconductmarketstudybasedontotalcompensation,including:SalariesPaidtimeoffHealthbenefitcostsDentalbenefitcostsLife&DisabilityinsuranceRetirementbenefitsComparativemarketsdefinedas:OtherstategovernmentsintheregionLocalgovernmentswithintheState(citiesandcounties)LargeprivatesectororganizationswithintheState20CaseStudy:StateofArizonaGovernmentDataSourcesUsed:21CaseStudy:StateofArizonaGovernmentDirectcompensationmeasurementsActualaveragebasesalaries51benchmarkjobtitlesValueofpaidtimeoff(accrueddaysxthedailypayrate)IndirectcompensationmeasurementsBlendedrateforhealthanddentalbenefits(basedonenrollment)Life&disabilityinsurancecost(basedonpremiumrateandsalary)Retirementcontributionratesandsocialsecuritycosts22CaseStudy:StateofArizonaGovernmentSTEP1—SALARIES24CaseStudy:StateofArizonaGovernmentSTEP2—PAIDTIMEOFF1 Assumesanemployeewith7yearsofservice.2 Basedonaveragesalary(seeStep1).25CaseStudy:StateofArizonaGovernmentCOSTMODELWITHDIRECTCOMPENSATION

ANDINSURANCECOSTS28CaseStudy:StateofArizonaGovernmentDefinedbenefitplansDeferredcompensation/definedcontributionSocialSecurityandMedicareRetireehealthandotherpost-employmentbenefitsSTEP4—RETIREMENTCOSTS29CaseStudy:StateofArizonaGovernmentCOSTMODELWITHDIRECTCOMPENSATION

ANDINSURANCECOSTS30CaseStudy:StateofArizonaGovernment$53,959$54,988$54,116$44,065SUMMARYOFTOTALCOMPENSATIONCO