CompensationManagement:ToolsandTechniquesLeeKokWaiLectures4and5Day-to-DayOperationalFocusFuture/StrategicFocus(未來/戰(zhàn)略重點)PeopleProcessesStrategicHRPlanning戰(zhàn)略性人力資源規(guī)劃HRasBusinessPartner業(yè)務(wù)合作伙伴

CultureandImage文化和形象StrategicPartner戰(zhàn)略合作伙伴Staffing工作人員OrganizationalDesign組織設(shè)計SuccessionPlanning職業(yè)生涯規(guī)劃PerformanceMeasurement評估Training&Development員工培訓(xùn)與發(fā)展EmployeeRelations勞資關(guān)系LaborRelations勞動關(guān)系Environment,Health,Safety&Security環(huán)境，健康，人身與財產(chǎn)安全VOWSurveyActionPlan調(diào)查行動計劃

Compensation補償Benefits福利HRInformationSystems人力資源信息系統(tǒng)Compliance順從AdministrativeExpert行政專家EmployeeRelationsExpert雇員關(guān)系專家ChangeAgent變革代理人HR’s4Roles&KeyAccountabilities(問責(zé)制)ManagingHumanResourcesinCOMPAQCompensationMgt.T-Compphilosophy&designT-Compplanning&admin.Incentiveplans(MIPs/LTB)Profit-sharingschemeReward&recognitionprog.Expatriatemgt.ManpowerMgt.人力管理Headcountmanagement人頭管理Recruitmentstrategies招聘策略Sourcesoflaborsupply勞動力來源Selectionprocess&tools選聘Retentionstrategies&plans保留計劃Staffdeployment員工分配Stafforientation員工發(fā)展EmployeeRelationsMgt.雇傭關(guān)系管理Benefitsadministration福利管理Codeofconductðics行為守則及道德Employeediscipline員工紀(jì)律Employeecommunications雇傭聯(lián)系Staffsocial,sports&recreation員工社會活動Communityservices&relations社區(qū)服務(wù)＆關(guān)系EHS&SMgt.EHS&S(環(huán)保/健康/安全/保衛(wèi))管理Environmentmgt.環(huán)境管理Employeewellness故園健康Employeehealthservices雇員健康服務(wù)Lossprevention資產(chǎn)損耗Assetmanagement資產(chǎn)管理Safetymgt.安全管理Culture/ValuesMgt.文化\價值觀管理Corporatevision企業(yè)愿景Corporatemission企業(yè)使命Culturebuilding文化建設(shè)Teambuilding團隊建設(shè)Habitsbuilding職業(yè)習(xí)慣建設(shè)PerformanceMgt.(HRD)表面管理Stafftraining&development員工培訓(xùn)與發(fā)展Successionplanning晉升Careerplanning職業(yè)生涯規(guī)劃Coaching&counseling教練與輔導(dǎo)Appraisalreview/ranking評估Organizationdevelopment組織發(fā)展Leadershipdevelopment領(lǐng)導(dǎo)發(fā)展HumanResourceAdmin.人力資源管理Records&informationmgt.記錄與信息管理Personnelresearch研究人員HRpolicyreview人力資源政策討論HRprocessimprovements人力資源流程改善HRperformancestds&auditLegalcomplianceDocumentcontrol

StrategicComponentsofHumanResources

COMPENSATIONMANAGEMENTWebelieveinpayingcompetitivewagesthatcommensuratewithjobsizeandindividualperformanceWELFAREMANAGEMENTWebelieveinbeingafirm,fairandcaringemployer.Westrivetomakeemployeesvaluetheirjobsandwanttoremainintheorganizationbasedontheirabilitiestocontributeandgrow.

PERFORMANCEMANAGEMENTWebelieveinequippingemployeeswiththenecessaryskillstodoagoodjob,providingthemwiththetools,theenvironment,thesupportandtheinformationneededtoexcelintheirjobs.

CAREERMANAGEMENTWebelieveinmatchingemployees’strengthsandaptitudestoavailablejobs,developingthemtotheirhighestpotentialandofferingthemopportunitiestoadvanceintheircareers.

CULTURE/VALUEMANAGEMENTWebelieveininstillingourcorporatecorevaluesandpromotingacorporateculturethatemphasizesresults,teamwork,learning,sharing,servicequalityandworkexcellence.

InternalequityExternalequityEmployeeequityAdministrationConceptsCompensationTechniquesPlanning,Budgeting,Monitoring,EvaluatingJobAnalysisJobDescriptionJobEvaluationJobGradesMarketDefinitionsSalarySurveysPolicyLinesPayStructuresSeniorityIncreasesPerformanceEvaluationIncreaseGuidelinesCompensationObjectivesRoleclarityandaccountability.Facilitatesadministrationandperformancemanagement.Competitivewagepoliciesandpractices.Influenceemployees’workattitudesandbehaviour.Attracttalents.Retaintalents.Motivateemployees.Complywithregulations.Consistencyinpolicyadministration.TheStrategicCompensationModelWhatisJobEvaluation?Jobevaluationisadecisionprocessofcomparingonejobwithanotherjobwiththeaimofestablishingtherelativeimportanceofjobswithintheorganization.Jobevaluationwillprovideaninternallylogicalrankingofalljobswhichwillformthebasisofthecompany’ssalarystructure

PrinciplesForJobEvaluationEvaluatingthejob,notthejob-holderEvaluatingthepresentjob,notthefuturejobJobisbeingcarriedoutinafullyacceptableandcompetentmannerProcessofevaluationisbasedongivenfactsinthejobdescriptions.Evaluatethejobbasedonthe“primaryresponsibilities”andignorethe“specialpersonal-to-holderresponsibilities.”

JobEvaluation:3MainMethodsQualitativeMethod(anexampleistheJobClassificationMethodandtheJobComparisonMethod)QuantifyingtheQualitativeMethod(anexampleisthePointMethod)QuantitativeMethod(anexampleistheGuideChartProfileMethod)

JobClassificationMethodadoptedbyAcademicInstitutionssuchasUniversitiesJobClassA:DoctorateDegreewithatleast10yearspostdoctoralexperienceplusrelevantmanagementexperience(FacultyHead)JobClassB:DoctoralDegreewithatleast5to10yearspostdoctoralexperience(FullProfessor)JobClassC:DoctoralDegreewithlessthan5yearspostdoctoralexperienceorMastersDegreewithover10yearspostgraduateexperience(AssociateProfessorandSeniorLecturer)JobClassD:MastersDegreewith5to10yearspostgraduateexperience(Lecturer)JobClassE:MastersDegreewith3to5yearsexperience(AssistantLecturer)JobClassF:MastersDegreewithlessthan3yearsexperience(TeachingorResearchAssistant)

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