【实例】华为薪酬设计

CopyrightMercerExecutiveResourcesConsulting,AsiaPay&RewardforHuaweiTechnologies,Co.,Ltd.By:ElaineNgMercerExecutiveResourcesConsulting(MERC)Tel:852-21152088;Email:enskcrg@netvigator.comCopyrightMercerExecutiveResourcesConsulting,Asia設定薪酬結構DevelopingSalaryStructureCopyrightMercerExecutiveResourcesConsulting,Asia設定薪酬結構之考慮因素DevelopingSalaryStructure-ConsiderationsBasePayPolicy基本薪酬政策DecideCompetitiveReferenceSalary決定具有競爭性的標準工資DecideSalaryRanges制定工資幅度RangeOverlap幅度重疊SignificanceofSalaryRange工資幅度的重要性Howmanystructures?多少個結構?OversandUnders高出/底於工資幅度CopyrightMercerExecutiveResourcesConsulting,Asia薪酬政策CompensationPolicy$Grade级别标准工资ReferenceSalary定下最经济的标准工资以支付公司架构图Definethemosteconomicreferencesalarytopayfortheorganizationchart建立最少增加幅度之标准工资EstablishthesmallestpossibleincreaseofreferencesalaryCopyrightMercerExecutiveResources