ch8确定薪酬和福利

《ch8确定薪酬和福利》由会员分享，可在线阅读，更多相关《ch8确定薪酬和福利（47页珍藏版）》请在装配图网上搜索。

1、8-1Chapter 8Determining Pay and Benefits8-2HR PlanningJob AnalysisRecruitmentSelectionWorkplace JusticeUnionsSafety&HealthInternationalCompetenceMotivationWork AttitudesOutputRetentionLegal ComplianceCompany ImageCostLeadershipProductDifferentiationTraining/Develop.Performance App.CompensationProduc

2、tivity Imp.HRM and Competitive Advantage8-3Total CompensationBase pay+add-ons+merit pay+incentives+benefits8-4Linking Compensation Practices to Competitive AdvantageEffectiveCompensationPracticesImproveCostEfficiencyAchieveLegal ComplianceCompetitiveAdvantageImprove RecruitmentAnd MoraleReduce Turno

3、ver8-5Equity Theory PredictionsOutputsInputsOutputsInputsUnder-rewardEquityOver-rewardPerson BPerson A8-6Referent OthersPPP1P2P3P4P5P6Organization AOrganization B=focal personP1,P2,etc.=possible referentsP8-7Employee Responses to Under-Reward Decrease their inputs Attempt to increase their outcomes

4、Distort their perceptions Attempt to change others Choose a new referent other Escape the situation=most likely responses8-8Employee Responses to Over-Reward As satisfying as equity Somewhat dissatisfying Not nearly as dissatisfying as underpayment!8-9Conditions Necessary for Perceptions of Pay Fair

5、ness Internal consistency External competitiveness Employee contributions8-10Different Perspectives on Pay FairnessPay FairnessRelevant ComparisonExternalSame jobs-differentorganizationsInternalSame organization-different jobsEmployeeSame job,sameorganization-differentpeople8-11Achieving Internal Co

6、nsistency Job evaluation Assigning jobs to pay grades8-12Job Evaluation vs.Performance AppraisalJob EvaluationPerformance AppraisalFocus on jobrequirementsFocus on performanceof individual job holder8-13Standards for Conducting Job EvaluationsConsistencyFreedom from biasCorrectabilityRepresentativen

7、ess8-14How to Conduct Effective Job Evaluations Train evaluators Provide complete,accurate,&up-to-date job descriptions8-15Point Factor Method StepsSelect and define compensable factors.Determine number of degrees for each factor.Define each degree level.Weight compensable factors.Assign point value

8、s to degrees.8-16Pay Grades$Points1234PointGradeMin MaxRange$100-200 115 20201-300 2 18 23301-400 321 26401-500 424 298-17Achieving External Competitiveness Collecting salary survey information Establishing a pay policy Establishing pay rates8-18Three Pay PoliciesPay PolicyAttractRetainMotivateContr

9、ol CostsLead +?Match =?=Lag -?+Source:adapted from Compensation(5th ed.)by G.T.Milkovich&J.M.Newman(1996):Irwin.8-19Pay Policy LinesMarketRateJob Evaluation PointsMarketPayLeadPolicyLagPolicy8-20Recognizing Employee Contributionsmaximum$minimum$midpoint$Pay GradeHigh PerformersCompetent PerformersNe

10、w Employees8-21Job-Based vs.Skill-Based PayJob-BasedPay Pay for tasks and KSAs of a single job Pay for job,not person Bureaucracy,routine technology,stable conditions8-22Job-Based vs.Skill-Based PaySkill-BasedPayPay for skills that can be used for many tasks across multiple jobsPay for skills,not jo

11、bsFlatter structure,decentralized,self-managed work teams,workplace flexibility8-23Implementing a Skill-Based Pay SystemIdentify needed tasks.Determine needed skills.Develop skill tests/measures.Price each skill.Communicate plan to employees.8-24Skill-Based Pay Plans Incentive to improve skills Impr

12、oved employee competence Staffing flexibility Employees see“big picture”Adds to labor costs May lead to inequity perceptions Not cost effective if skills are not used Problems determining skill differences among employees8-25Legal Constraints on Pay Practices Minimum wage and overtime The Equal Pay

13、Act Other EEO laws8-26Exempt vs.Nonexempt EmployeesExecutiveAdministrativeProfessionalOutside SalesPay and overtimeregulated by FLSA8-27Fair Labor Standards ActMinimum Wage$5.15/hour$4.25/hour training wageOvertime40 hours/week1.5 timesregular rate8-28The Equal Pay ActMales and females must be paid

14、the same if:Work is“substantially equal.”Jobs require equal level of skill,effort,and responsibility,and are performed under similar working conditions.8-29The Equal Pay ActMen and women may be paid differently for the same work if the differences are due to:Seniority.Productivity.Merit.Any factor o

15、ther than sex.8-30The Gender Pay Gap8-31Equal Pay vs.Comparable WorthJobAJobBJobAJobBEqual PayComparable WorthJob A and Job Bare substantiallyequalJob A and Job Bmay be different,butare worth the sameto the employer8-32Mandatory Employee Benefits Workers compensation Unemployment compensation Social

16、 Security Continuation of health benefits8-33Workers CompensationCompensation provided for:Medical expenses Lost wages Death8-34Unemployment Compensation Provide income to unemployed individuals who have lost their jobs through no fault of their own Eligible workers receive weekly stipends for 26 we

17、eks8-35Unemployment Compensation:Disqualifications Quitting ones job without good cause Being discharged for misconduct connected with work Refusing suitable work while unemployed8-36Social Security Monthly benefits to retired workers 62 years of age and older,disabled workers,and their eligible spo

18、uses Financed by employer and employee contributions8-37COBRA Consolidated Omnibus Budget Reconciliation Act(1984)Provides for continuation of health insurance coverage for up to three years for employees who leave a company through no fault of their own Employee pays premium at group rate8-38Insura

19、nce Benefit Options Health insurance Long-term disability(LTD)insurance Life insurance8-39Types of Health Insurance Traditional Health maintenance organizations(HMOs)Preferred provider organizations(PPOs)Self-insured medical coverage8-40Long-Term Disability Insurance Provides replacement income for

20、employee who cannot come to work for an extended period due to illness or injury May be temporary or permanent Benefits set at 50-67%of employees income8-41Life Insurance Premiums usually paid by employer Employee contributions,if required,typically a set amount per$1,000 coverage based on age Emplo

21、yees can expand their coverage8-42Pension Plans Defined benefit Specifies the amount worker will receive upon retirement Defined contribution Specifies the rate of employer and employee monthly contributions ERISA Law requiring employers to follow certain rules8-43Flexible Benefit Plans Employee cho

22、ice Increases awareness of costs Can lower total compensation costs Can lower employer and employee taxes Administrative burden Can lead to increased insurance premiums8-44Employer Cost Containment Strategies Scrutinize workers comp claims Delete or reduce some benefits Implement a utilization revie

23、w program Choose the right health insurance carrier Increase the attractiveness of benefits 8-45Line Managers and Compensation Evaluate the worth of jobs.Negotiate starting salaries.Recommend pay raises and promotions.Comply with FLSA.Notify HRM department of job changes.8-46Line Managers and Benefi

24、tsCommunicate benefit information clearly.Deal with employees on workers compensation leave.Help to contain unemployment compensation costs.8-47The HRM Department and Compensation Establish rates of pay.Oversee job evaluation process.Conduct salary surveys.Establish procedures for administering pay plans.Ensure compliance with antidiscrimination laws.Communicate benefits information.