報償制度(二)(ppt)
報償制度(二)
全面報償設(shè)計(Total Compensation Package)
績效基礎(chǔ)薪酬(performance-based pay)
功績制 (merit pay plan)

間接衡量績效，通常繼續(xù)不斷發(fā)給
獎金制度
將對員工的給付與其績效或生產(chǎn)力直接掛鉤的一種設(shè)計; 通常與本薪制度并用.

獎金制度(incentive pay systems)的種類
個人獎勵
論件計酬 (piece rate plans)
傭金 (plans based on commissions)
節(jié)省工時的獎勵 (plans based on time saved
紅利(individual bonuses)
提案獎金(suggestion system)
對管理人員的獎勵
團體獎勵
利潤分享計畫 (profit-sharing plans)
史甘隆計畫 (Scanlon plan)
員工認股 (ESOPs)
理想的獎金制
對員工及管理當局均有利
簡單容易了解
有基本薪資保證
個人獎勵(Individual Incentives)
計件制(STRAIGHT PIECEWORK)
Pay determination fluctuates based on units of production per time period

差別計件制 (DIFFERENTIAL PIECE RATE)
Uses two separate piece rates
One rate for production up to standard
Another rate for production exceeding standard
標準工時制(STANDARD-HOUR PLAN)
Bases wages on completion of a job or task in some expected period of time

分紅制度(PRODUCTION BONUS SYSTEMS)
Hourly rate plus bonus for exceeding a standard

傭金制(COMMISSION)
Pay determination based on a percentage of sales in units or dollars
組織全面獎勵制度(Organizationwide Incentives)
提案制度(Suggestion Systems)
Formal method of obtaining employees' ideas about improvements
Reward based on the successful use of an idea

利益分享(Gainsharing Incentives)
考慮員工貢獻(Allows employees contributing to performance results to share in the proceeds)
多種利潤來源(Gains can include: hours worked, dollars spent on labor, dollars spent on waste)
利潤分享計畫(Profit Sharing Plans)
Distribute a fixed percentage of total organizational profits to employees

員工認股(Employee Stock Ownership) (ESOPs)
Employees receive stock in the company
Employee benefits paid out in the form of company stock
利益分享計畫(Gainsharing Plans):著名例子
林肯公司計畫(Lincoln Electric Plan)
論件計酬(All compensation based on piecework)
晉升要看功績(Promotions on merit)
員工認股 (Stock purchase plan included)
史甘隆計畫(Scanlon Plan)
鼓勵員工提出可能增進生產(chǎn)力的改善建議。
此制度將勞動成本實質(zhì)節(jié)省后所增加的利潤，由全體員工與雇主共同分享(通常全體員工分得75%，公司分得25%).
利潤分享計畫(Profit Sharing Plans)
在員工正常待遇之外，另行加上分享企業(yè)累積產(chǎn)生的利潤.
及時分配計畫(current distribution plan) : 將當季或當年的利潤提出某一比例分配給員工
遞延計畫(deferred plan) : 利潤存到基金中，直到退休、死亡或喪失工作能力時才分配
報酬制度新設(shè)計(Innovative Compensation Design): 以個人為基礎(chǔ)(People Based Pay)
技能基礎(chǔ) (SKILL-BASED)
Pay levels based on how many skills employees have or how many jobs they can do

知識基礎(chǔ)(KNOWLEDGE-BASED)
Rewards employees for acquiring additional knowledge both within current job categories and in new job ones

文憑基礎(chǔ) (CREDENTIAL-BASED)
Requires employees to obtain diplomas or licenses or pass one or more examinations

CEO酬勞的爭議
契約保證(Guaranteed employment contracts)
高薪，不受績效影響(High pay regardless of performance levels)
秘而不宣(Secretive pay packages)
薪資政策與議題
薪資守密問題(Pay Secrecy or openness)
What employees want to know
Will disclosing pay information
Harm or benefit the firm
薪資保障問題(Pay Security)
Guaranteed annual wage
Supplemental unemployment benefits
Cost-of-Living adjustments Severance pay
薪資壓縮問題 (Pay Compression)
Pay gaps or differentials between colleagues
Senior and junior employees, supervisors and subordinates

報償制度(二)(ppt)