薪酬管理工具與技術分析(ppt 30頁)(英文版)

薪酬管理工具與技術分析內容簡介：
Guidelines on rates of progression
managers are helped to plan salary progression by being given an indication of the number of years it should take staff at different levels of performance to reach the top of the grade and, in zones of salary range, the limits within the range which can be reach according to their performance.
Absorbing market rates pressures
arises when general and individual salary reviews have not enabled the company’s salary levels to keep pace with increase in market rates.
it is exacerbated if the company is expanding and is compelled to obtain key staff who are in short supply.
Widening differentials
differentials are widening between and within companies in the following areas:
- between high-and low-paying organizations – the variations in prosperity between differing sectors of industry and commerce and between regions are major contributors to this problems.
- between companies paying bonuses or incentives and those paying straight salaries.
- between top and middle management within companies – this is partly incentive led
- between executives recruited by search and those with a one-company career.
Performance pay
tend to favour the few whose results can be measured.
merit-assessment are too often based on subjective and biased judgments.
can be avoided only by intensive training of assessors and by careful monitoring of the appraisal scheme.

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