2012 Human Resource Manager Exam Essentials: Chapter 5 Compensation Management

Methods of statistical analysis: data arrangement method is often used.

Connotation of broadbanded wage structure:

Broadbanded wage, also known as wage broadbanding, is an improvement of the traditional vertical wage structure, which is also essentially a wage structure.

Factors affecting the wage level of the enterprise: Wage level influencing factors:

1. External influencing factors of the enterprise

1.1 Market factors including the commodity market, labor market

1.2 The cost of living and the price level

1.3 The influence of the geographical area

1.4 The government's laws and regulations

2. Internal influence factors

2.1 The influence of the enterprise's own characteristics on the wage level

2.2 The wage attitude of the enterprise decision-making level

The adjustment of the wage standard is divided into three categories: one category is the adjustment of the individual wage standard, including the adjustment of the wage grade, the adjustment of the salary grade; the other is the adjustment of the overall wage standard; and the third is the adjustment of the wage structure in conjunction with the combination of internal distribution The third type is combined with the internal distribution reform of the adjustment of the wage structure.

Wage adjustment items:

1. wage grading adjustment 2. price adjustment 3. length of service adjustment 4. incentive adjustment 5. efficiency adjustment 6. appraisal adjustment

Adjustment of the individual wage standard of employees:

1. wage level adjustment

2. adjustment of the wage standard file

2.1 Adjustment of salary standard grade

2.1 "Skill change" promotion grade

2.2 "Learning change" promotion grade

2.3 "Age change" promotion grade

2.4 But it is not easy to control the overall cost.

From the top down method: although it can control the overall cost of compensation, but the lack of flexibility, and determine the total amount of compensation is too much subjective factors, reducing the accuracy of the plan, is not conducive to mobilizing the enthusiasm of employees.

The design process of broadband salary structure:

1, clarify the requirements of the enterprise 2, the division of salary grades 3, the pricing of the wage broadband 4, the positioning of the employee's salary 5, the adjustment of the employee's salary

The basic concepts of the salary survey:

Salary survey refers to the enterprise to adopt a scientific methodology, through a variety of ways, to collect information about the various types of personnel of the enterprise Salary and welfare treatment and payment status information, and the necessary processing and analysis process.

Types of remuneration:

From the survey method, it can be divided into formal salary survey and informal salary survey.

From the main body to host a salary survey, can be divided into government, industry, professional associations, entrepreneurs federation, consulting firms and companies and enterprises own organization.

From the survey organizers, divided into commercial, professional and government salary surveys.

From the specific content and object of the salary survey, divided into salary market survey and salary satisfaction survey of employees

The influence of the wage level factors:

1. External factors: market factors, cost of living and price level, the influence of the region, the influence of government laws and regulations

2. Characteristics of the enterprise, the wage attitude of the decision-making level of the enterprise

The role of salary survey (short answer)

1. To provide a basis for the enterprise to adjust the salary level of employees

2. To lay the foundation for the enterprise to adjust the salary system for employees

3. To help grasp the new changes and trends in salary management

4. To help control the cost of labor to enhance the competitiveness of the enterprise

4. Enhance the competitiveness of enterprises

The principles of enterprise wage system design: (short answer)

(a) the principle of fairness (divided into internal and external fairness. Which wage market survey is an important means to ensure the external fairness of wages)

According to Adams's theory of fairness, when the employee has made certain achievements and received compensation, he is not only concerned about the absolute amount of compensation, but also concerned about the relative amount of compensation. Therefore, he has to make all kinds of comparisons to determine whether the remuneration he receives is fair and reasonable, and the results of the comparison will directly affect the enthusiasm for future work.

(ii) the principle of incentive

Incentive is the difference, that is, according to the difference in the work of determining the difference in remuneration, reflecting the guiding role of the distribution of wages and the principle of more work, more pay.

(C) the principle of competitiveness

An enterprise's wage level in the market should be at what level, according to the enterprise's ability to pay, the availability of the talent needed and other specific conditions.

(IV) Principle of economy

Raising the wage standard of an enterprise can certainly improve its incentive, but at the same time it will inevitably lead to a rise in labor costs, so the wage system is also subject to economic conditions.

(E) the principle of legality

The enterprise's wage system must be in line with the policies and laws of the party and the state, such as the state of the minimum wage standard, working hours, economic compensation, overtime and overtime payment of wages and other relevant regulations.

The role of broadband payroll structure (multiple choice)

1. Broadband payroll structure supports flat organizational structure, breaks the strict hierarchical system maintained and strengthened by the traditional payroll structure, and is conducive to improving the efficiency of the enterprise as well as creating a participatory and learning corporate culture, and at the same time, it has a positive impact on the enterprise to maintain the flexibility of its own organizational structure as well as to meet the external competition. The idea is to maintain the flexibility of the organization and to meet the external competition.

2. A broadbanded wage structure leads to self-improvement.

3. The broadbanded salary structure is favorable to job changes.

4. The broadbanded salary structure facilitates the role of managers and HR professionals.

5. Broadband salary structure is conducive to the promotion of work performance.

Procedure chart of salary market survey

I. Determine the purpose of the survey

In the salary survey, the first thing that should be clear is the purpose of the survey requirements and the use of the survey results, and then start to organize the salary survey. The results of the survey can provide a reference basis for the following work: the adjustment of the overall pay level, the adjustment of the pay gap, the adjustment of the pay promotion policy, the adjustment of the pay level of specific jobs, etc.

Second set the scope of the survey

1. Determine the survey of enterprises

In selecting the specific object of the salary survey, a fact to adhere to the principle of comparability, that is, when selecting the specific enterprise to be surveyed, to select the labor force employed by the enterprise and the enterprise has a comparable enterprise.

2. Determine the survey positions

In order to achieve the objectives and requirements of the salary survey, in a clear survey of the industry and the scope of the enterprise, the next important task is to choose which positions for the survey, is the choice of manipulative, technical positions, but also includes all the various types of positions. Information related to various aspects of compensation policy

4. Determine the time period of the survey

Third, the choice of survey methods (multiple choice)

1. mutual survey between enterprises 2. commissioned intermediary organizations to conduct surveys 3. collection of public information 4. questionnaires 5. newsletter surveys

Fourth, the statistical analysis of survey data (multiple choice)

1. Data arrangement method 2.Frequency analysis method 3.Regression analysis method 4.Chart method 5.Discrete analysis method 6.Convergence trend analysis method

V. Submit the salary survey analysis report

The salary survey analysis report should include the analysis of the organization and implementation of the salary survey, salary data analysis, analysis of the policy, trend analysis, analysis of the comparison between the enterprise salary situation and the market situation as well as the level of pay or system adjustment recommendations. or system adjustment recommendations.

Matters to be noted in designing the salary survey report:

1. All the information needed for the realization should be set up in it, and then ask the relevant personnel to try to fill in, in order to find out and solve the problems existing in the table.

2. The questionnaire design should not take more than two hours, the design is too long will cause filling in the resentment, it is difficult to collect comprehensive and accurate information.

Specific requirements for the design of the form:

1. Clearly investigate the content, and then design the form.

2. Make sure that each survey item in the form is necessary. Delete the unnecessary ones to improve the effectiveness and usefulness of the questionnaire.

3. Ask the relevant people to fill out the form and listen to feedback to understand whether the form is designed to pass.

4. Language standards, simple and clear questions

5. Related questions are put together as much as possible.

6. Try to use selective judgment to improve. Reduce the amount of writing

7. Ensure that sufficient writing space is left.

8. Use a simple print style to ensure that it is easy to read, and of course, electronic questionnaires can be used so that they can be processed by statistical analysis software.

9. If you find it helpful, you can indicate the instructions for completing the form

10. Give due consideration to the simplicity and correctness of the information processing. If it is necessary to transcribe the results of the survey in the form to other documents, the options for the answers to the questions should be arranged in the same order in order to minimize the errors that occur when transcribing.

11. Consider forms with carbon copies if the information is needed on multiple occasions.

12. If the data collected on the form is processed by computer, great care needs to be taken to ensure that the data processing is done accurately.

Connotation of Job Classification

Job classification, also known as job classification grading or job categorization, is referred to as job classification in the context of administrative personnel management in state agencies.

Job classification is based on job investigation, analysis, design and job evaluation, the use of scientific methods, according to the nature and characteristics of the job itself, all the jobs in enterprises and institutions, from the horizontal and vertical dimensions of the division, so as to distinguish between the different job categories and grades, as an important basis for the management of human resources in enterprises and institutions and the basis.

The grade and group are the horizontal classification of jobs according to the nature and characteristics of jobs, and the post level and post level are the vertical classification of jobs according to the size of job responsibilities, skill requirements, labor intensity, labor environment and other elements of the indicators.

The principle of horizontal classification of jobs: (multiple choice)

1. The level of job classification should be less than more. (General unit control under two levels, the more complex large-scale enterprise units should not exceed a maximum of three levels)

2. The classification of direct production staff positions should be based on the nature and characteristics of the enterprise's division of labor and collaboration to determine; and the classification of managerial positions should be divided into their specific functions.

3. The number of major and minor categories is related to the fine degree of division, enterprises and institutions in the classification of coarse and fine, should be practical as the first principle, it is not appropriate to divide the category into too fine.

Wage structure and its types

1. Wage structure

Wage structure refers to the composition of the employee's salary items and the proportion of each. A reasonable combination of wage structure should be that there is a fixed part of the wage, such as basic salary, job wages, skills or ability to wage, seniority pay, etc., and there is a floating part of the wage, such as efficiency pay, performance pay, funds, etc..

2. Types of wage structure (selection)

(1) Performance-oriented wage structure (performance pay system)

(2) Job-oriented wage structure (job wage system)

(3) Skill-oriented wage structure (skill wage system)

(4) Combination of wage structure (combination wage system: its advantages) is a comprehensive consideration of the employee's input to the enterprise, such as job skills system, pay point wage system, job efficiency system are all part of this wage structure).

Note: it is different from the previous classification of the wage system in the last, the last classification of the wage system is the wages of special groups.

Wage grade

1. Wage grade

Wage grade mainly reflects the differences in the wage structure between different positions, which is based on the structure of job evaluation and job classification, according to the final point of each job evaluation, the division of job grade, and make the wage grade and the job grade one-to-one correspondence.

2. Wage grades

Because of the difference in the ability of employees in the same wage grade, in the actual wage management enterprises can be based on the ability of employees, performance and other circumstances, the wage grade will be further subdivided, that is, the same wage grade is divided into a number of grades.

3. Wage differential

Wage differential refers to the magnitude of the difference in wages between different grades, i.e., the proportionality of wages between grades and the lowest grade in the enterprise and the proportionality of wages between other grades.

4. Floating range

Floating range refers to the wage gap between the wage level of the grade and the lowest grade in the same wage scale, and it can also refer to the wage gap between the wage level of the mid-point grade and the lowest grade or grade.

5. Grade overlap

Grade overlap refers to the degree of numerical crossover between the floating range of each neighboring wage grade.

The difference between hierarchical and broad-based pay grades:

The former features: more pay grades, pyramidal arrangement; with the promotion of the job and improve; common in mature hierarchical enterprises

The latter: fewer grades, flattened, can be due to the promotion of the job and improve the horizontal adjustment of the work and improve, in the immature, business flexibility of the enterprise is common. It is common in immature companies with high business flexibility. This is a new wage strategy that allows employees to understand that it is more important to develop themselves with the help of different positions than it is to advance in position, and that the company is providing wages to people rather than to positions. It is essentially a wage structure.

Enterprise wage design process

I. Wage strategy

Wage structure can be divided into three categories from the nature:

1. Highly flexible class performance wages and bonuses accounted for a large proportion, such as performance-oriented wage structure.

2. High stability of the proportion of the basic salary is quite large, bonuses depending on the operation of the basic salary ratio issued, such as the Japanese annual merit pay.

3. Compromise categories such as competence-oriented wage structure, job-oriented wage structure and combined wage structure.

Second, job evaluation and classification

Third, the wage market survey

Fourth, the determination of the wage level

1. The wage level will be based entirely on the market wage survey data.

2. Determine the wage level according to the wage curve.

V. Determination of wage structure

1. Determination of wage component items

2. Determination of the proportion of wage component items

VI. Determination of wage level

1. Selection of wage level types

1.1 Stratified wage level types

1.2 Broad-based that is, broadband wage level types

2. Classification of wage grades

3. Design of variable wage

3.1 Determination of total variable wage

3.2 Determination of individual variable wage share

VII. Implementation and revision of enterprise's wage system

Distinguish between job family, job group and job gate:

Job families are made up of people whose job nature and basic characteristics are similar and similar.

The job family is composed of jobs with similar nature and basic features, but with different tasks, responsibilities, degree of difficulty and requirements. The group of jobs in the job family constitutes the job group, and the collection of job groups constitutes the job door. Different jobs, the nature of the work is completely different.

Distinguish post level, post and other concepts:

Post level: the same job family, the nature of the job, the weight of the task, the degree of complexity and difficulty, the size of the responsibility and the qualifications of the personnel required for the same or similar to the collection of jobs.

Post level: the nature of the work is different, but the work of the same degree of complexity and difficulty, the size of the responsibility as well as the qualifications of the personnel required to be included in the same or similar factors of the unified post, so that the various grades in the job family belongs to a different post level of the post into a unified post in the same dimensions.

The difference: it is not a division of grades between different posts within the same grade, but a comparison and balance of the same similar post grades between different grades.

The grade and group are the horizontal classification of posts according to the nature and characteristics of the work of the post, and the post grade and post level are the vertical grading of posts according to the size of the responsibility of the post, the skill requirements, the intensity of labor, the labor environment and other elements of the indicators of the post. (P295)

Procedures for formulating a compensation plan:

1. Through the salary market survey, compare the salary level of each position of the enterprise with that of the corresponding position in the market (the salary level here refers to the total salary level, including wages, bonuses, benefits, long-term incentives, etc.).

2. Understand the financial situation of the enterprise, according to the enterprise's human resources strategy, to determine the enterprise's salary level using what kind of salary level, is 90% point at the point, 75% point at the point, or 50% point at the point, 25% point at the point.

3. Understand the enterprise's human resource planning.

4. Combine the first three steps to draw a compensation plan calculation table.

5. Calculate the ratio of total remuneration / sales revenue, less than or equal to the level of the same industry or business in previous years, the plan is feasible; such as greater than the level of the same industry or business in previous years, may be appropriate to reduce the level of remuneration.

6. Each department to develop a salary plan submitted to the Ministry of Human Resources for summary

7. Such as the summary of the salary plan of each department and the overall salary plan is inconsistent with the need to re-adjust.

8. Reported to the corporate leadership, the Board of Directors for approval. Methods and procedures for the development of remuneration plans

Classification of enterprise wage system: (select)

(a) Positional wage system

1. The concept of positional wage system

Positional wage system is based on the position of employees in the production and operation of the work of determining the wage level and wage standards for the wages given to the wage system. It represents the mainstream of the development of the wage system and is adopted by more and more enterprises.

2. Characteristics of the job wage system

The characteristics of the job wage system is to give wages "to the post is not to the person", the difference in wage level comes from the different positions of the employees, in the same position on the work of the employees, to get the same salary, and rarely consider the age of the employees, qualifications, skills and other personal factors. The difference in salary levels comes from the difference in the positions of the employees.

3. The main types of job wage system:

(1) job level wage system

1>. One post, one salary system

One post, one salary system means that there is only one salary standard for the post, and all employees working in the same post are paid in accordance with the unified salary standard.

2>. A post multiple pay system

A post multiple pay system, refers to a post within a post to set several wage standards to reflect the labor differences between employees within the post post wage system.

(2) Post pay point wage system

The pay point wage system is a wage system that uses points and point values to determine the wages of employees on the basis of job evaluation.

Advantages of pay point wage system:

1>. Job pay point wage system makes the wage distribution directly linked to the enterprise efficiency and employee performance, reflecting the principle of efficiency priority, in line with the requirements of market orientation;

2>. Wages expressed in terms of salary points, than the job level wage system is easier to do to tilt the wage distribution to the key positions, technical positions, through the provisions of the employee's personal salary point points of the standard, can promote employees to learn technology, improve their quality and performance level, give full play to the role of wage incentives.

3>. In the process of determining the value of pay points, the floating value is determined in accordance with the department's effectiveness or performance, which requires employees must strengthen the unit or department teamwork, which is conducive to improving the spirit of teamwork.

(ii) Skill-based wage system

1. The concept of skill-based wage system

Skill-based wage system is a kind of wage based on the skills and abilities of employees. Skill-based wage system is different from the traditional job-based wage system in that it emphasizes the provision of wages based on the individual capabilities of employees.

2. Prerequisites of the skill wage system

(1) Define the skill requirements for employees

(2) Formulate and implement a skill assessment system to accompany the skill wage system

(3) Integrate the wage program with the training program

3. Types of skill wages

(1) Technical wages

Technical Technical wage is a wage based on the level of applied knowledge and operational skills, mainly applied to "blue collar" employees, and its basic idea is to pay employees according to the level of skills proved through certificates or training, regardless of whether such skills are practical in the actual work.

(2) Competency Wage

In contrast to the technical wage, the competency wage is mainly applied to the professional technology and administrators of the enterprise, which belongs to the "white-collar" wage. This kind of wage is given to the standard is more abstract, and with the specific position is not very linked.

(C) Performance Wage System

1. Concept of Performance Wage System

Performance Wage is a salary paid on the basis of the employee's performance, and the basis or main basis of the payment is the work performance and labor efficiency. However, in practice, due to the quantitative performance is not easy to operate, so in addition to piece-rate wage system and commission system (commission system), more based on the performance of employees and the basic salary adjustment and additional incentive pay.

2. Characteristics of performance pay

3. Performance matrix

4. Shortcomings of the performance pay system

(1) Lack of fairness in the basis of the performance pay system

(2) Performance pay places too much emphasis on individual performance

(3) If the employees believe that the ways and means of performance evaluation are not fair and precise, the entire pay-for-performance system is in danger of collapsing.

6. The main forms of pay for performance in enterprises nowadays

(1) Piece rate system

Piece rate system is the labor remuneration paid according to the pre-specified piece rate based on the number of qualified products produced by the employee or the amount of work completed.

(2) Commission system (commission system)

The commission system, also known as the commission system, is a wage payment system mainly used for marketing personnel. It is directly in accordance with a certain percentage of the marketing amount of marketing personnel to determine their salary compensation, is a typical form of performance pay.

(D) the wages of special groups

1. Wage system for managers

The composition of the wages of managers:

(1) basic salary. Basic salary is the most basic and important part of the salary system for managers, because the determination of other salary items, such as funds, bonuses, benefits and allowances are based on the basic salary.

(2) Funds and bonuses. Funds and bonuses are the flexible part of the wage system. They are more closely linked to the work performance of managers, and they tie the interests of managers to the overall interests of the enterprise.

(3) benefits and allowances. Managers can enjoy a lot of benefits and allowances, mainly a generous pension plan, housing subsidies, a variety of commercial insurance, comfortable work and office environment.

2. Annual salary system of the operator

The annual salary system of the operator refers to an enterprise's economic accounting year (usually one year) as a time unit to determine the operator (mainly the enterprise's factory director, manager, that is, the representative of the legal person) of the basic salary, and according to the end of the year results of the operation of its benefits to determine the income (variable salary) of a wage system.

3. Team wage system

(1) the definition of the team

The team is a number of people with specific skills combined in the behavior of the organization. Team members work hard for the *** same goal and respect each other. Teams are categorized as parallel teams, process teams, project teams, etc.

(2) the main components of the team wage

The main components of the team wage are: basic salary, incentive pay, performance recognition rewards.

P292-293 Case

Chapter 6 Labor Relationship Management

There are three wage guide lines: upper line, baseline, and lower line.

Labor market wage guideline: it is divided into two forms: annual wage income and monthly wage income, and reflects the average level according to three standards: high, median and low.

The principles of arbitration of labor disputes:

1. the principle of a single decision 2. the principle of collegiality 3. the principle of coercion 4. the principle of avoidance 5. the principle of distinguishing the burden of proof

Classification of labor disputes:

1. according to the main body of labor disputes

(1) individual disputes (2) collective disputes (3) group disputes

2. Divided according to the nature of labor disputes

(1) rights disputes, also known as established rights disputes (2) interest disputes

3. Divided according to the subject matter of labor disputes

(1) labor contract disputes, disputes over the termination of the labor contract.

(2) Disputes over labor safety and health, working hours, rest and vacation, insurance and welfare.

(3) Disputes over labor compensation, training, rewards and punishments arising from different understanding and implementation of the applicable conditions.

Causes of labor disputes

1. The content of labor disputes can only be based on labor rights and obligations.

2. The role of the principle of material interests of the market economy, so that between the parties to the labor relationship, there are **** the same interests and the basis of cooperation, but also differences and conflicts of interests.

Principles of labor dispute arbitration

1. the principle of a single decision 2. the principle of collegiality 3. the principle of coercion 4. the principle of avoidance 5. the principle of differentiation of the burden of proof

The main elements of the management of the labor dispatcher are:

1. qualification conditions 2. the establishment procedures 3. the contract system (1. the form of employing body with the dispatched workers is a labor contract 2, Dispatching agency and the receiving unit of the labor dispatch agreement)

Causes of labor dispatch

(a) Reduce the cost of labor management

(b) Promote employment and re-employment

(c) Provide the conditions for the strengthening of the labor legal system

(d) To meet the needs of the special units of the foreign organizations in China and other representative agencies

Labor Overview of Labor Dispute Handling

(1) The Concept of Labor Disputes

Labor disputes, also known as labor disputes, refer to disputes between the two parties to a labor relationship arising from the determination and realization of labor rights and labor obligations.

1. The parties to labor disputes are specific

2. The content of labor disputes is specific

3. Labor disputes have specific manifestations

Characteristics of Labor Dispatch

(a) The operation of the formal past relationship

The labor dispatching agency is one of the main bodies of the formal labor relationship, and it is the employer who employs workers in the form of labor dispatch. The employer who employs workers in the form of labor dispatch is responsible for the recruitment, selection, assessment and hiring of dispatched workers, dispatching workers to receiving units, paying wages, providing welfare benefits, paying social insurance for dispatched workers, and supervising the receiving units of dispatched workers to carry out the national agricultural labor standards and labor conditions.

(2) Operation of actual labor relations

The receiving unit of dispatched workers is one of the main subjects of actual labor relations, and it is the employing unit that receives actual labor payments from the workers.

(3) Handling of labor disputes

Disputes between the dispatching organization and the receiving organization are civil disputes.

Handling of labor disputes in other places can refer to the following principles: the dispatch of workers and dispatch agencies of labor disputes, by the location of the jurisdiction of the dispatching agency; the dispatch of workers and acceptance of labor, by the location of the jurisdiction of the acceptance of the unit; the dispatch of workers with the dispatching agency and the acceptance of the unit of labor disputes, can be agreed by the labor contract or the agreement on the dispatch of workers, the parties to the choice of dispatching agency or acceptance of the unit of the location of jurisdiction. The location of the unit jurisdiction.

Labor Dispatch:

(1) Meaning of Labor Dispatch

Labor Dispatch refers to the economic activity in which a labor dispatching organization signs a labor dispatch agreement with a receiving organization, in which the labor dispatching organization recruits an employee and dispatches the employee to work in the receiving organization, and in which the laborer and the dispatching organization receive income from the labor dispatch.

Terms for labor dispatchers: employee leasing, employee dispatching, labor dispatching, labor dispatching, talent dispatching, talent leasing, labor dispatching, and so on.

(B) The nature of labor dispatch

Compared with formal employment, labor dispatch is a typical form of informal employment, and in China is also a new type of employment, and the traditional planned economy used to exist during the period of secondment of workers between enterprises have some similarities, but their nature is very different.

Look at the labor law, may be out of industrial relations test questions