技能能力薪酬體係(ppt 62頁)

Chapter Topics
Jobs v. Skills or Competencies
Skill & Competency Analysis
Skill or Competency Evaluation
Many Ways to Create Internal Structure
Person-Based Structures: Competencies
能力薪酬體係
能力的冰山模型
界定組織所需要的能力
衡量能力
將能力與薪酬結合
能力薪酬體係產生的背景
Determining the InternalCompetency-Based Structure
Terms in Competency Analysis
Defining Competencies
Competency-Based Approaches
Sample Behavioral Competency Indicators
Purpose of the Competency-Based Structure
“How To” – Competency Analysis
Behavioral Anchors for Global-Perspective Competency
“How To” – Competency Analysis (cont.)
Competency Analysis Criticisms
能力薪酬的優缺點
Person-Based Structures: Skill Plans
What is a Skill-Based Structure?
技能薪酬體係
Types of Skill Plans
技能深度和技能廣度
Sample: Skill Ladder
Purpose of the Skill-Based Structure
Determining theInternal Skill-Based Structure
What Is Skill Analysis?
“How To” – Skill Analysis
“How To” – Skill Analysis (cont.)
Creating Skill Blocks
Creating Skill Blocks - Case Studies
Skill Certification- Case Studies
FMC’s Technician Skill-Based Structure
Costs Associated with SBC
技能薪酬的實施條件
技能薪酬體係的設計流程
1、建立設計小組
2、進行工作分析
3、評價工作任務
4、技能等級的確定與定價
5、技能的分析、培訓與認證
技能薪酬體係的優缺點
對員工技能等級的測定
適合采用技能工資的企業
Summary

..............................