8報(bào)償制度(二)全面報(bào)償設(shè)計(jì)(TotalCompensationPackage)績(jī)效基礎(chǔ)薪酬(performance-basedpay)功績(jī)制(meritpayplan)與獎(jiǎng)金制(incentivepayplan)個(gè)人獎(jiǎng)勵(lì)(individualincentives)與團(tuán)體獎(jiǎng)勵(lì)(groupincentives)薪資議題(payissues:secrecy,security,andcompression)學(xué)習(xí)目標(biāo)(LEARNINGOBJECTIVES)全面報(bào)償設(shè)計(jì)(TotalCompensationPackage)本薪(Basepay)變動(dòng)性給付(Variablepay)間接性給付(Indirectpay)績(jī)效基礎(chǔ)薪酬(performance-basedpay)金錢是有效的績(jī)效激勵(lì)因子，企業(yè)希望留住績(jī)效好的員工的最常用的方法就是performance-basedpay

兩類績(jī)效基礎(chǔ)薪酬功績(jī)制(meritpayplan)

間接衡量績(jī)效，通常繼續(xù)不斷發(fā)給獎(jiǎng)金制(incentivepayplan)

個(gè)人獎(jiǎng)勵(lì)(individualincentives)團(tuán)體獎(jiǎng)勵(lì)(groupincentives)將對(duì)員工的給付與其績(jī)效或生產(chǎn)力直接掛鉤的一種設(shè)計(jì);通常與本薪制度並用.獎(jiǎng)金制度個(gè)人獎(jiǎng)勵(lì)論件計(jì)酬(piecerateplans)傭金(plansbasedoncommissions)節(jié)省工時(shí)的獎(jiǎng)勵(lì)(plansbasedontimesaved紅利(individualbonuses)提案獎(jiǎng)金(suggestionsystem)對(duì)管理人員的獎(jiǎng)勵(lì)團(tuán)體獎(jiǎng)勵(lì)利潤(rùn)分享計(jì)畫(profit-sharingplans)史甘隆計(jì)畫(Scanlonplan)員工認(rèn)股(ESOPs)獎(jiǎng)金制度(incentivepaysystems)的種類理想的獎(jiǎng)金制對(duì)員工及管理當(dāng)局均有利簡(jiǎn)單容易瞭解有基本薪資保證個(gè)人獎(jiǎng)勵(lì)(IndividualIncentives)計(jì)件制(STRAIGHTPIECEWORK)Paydeterminationfluctuates basedonunitsofproduction pertimeperiod差別計(jì)件制(DIFFERENTIALPIECERATE)UsestwoseparatepieceratesOnerateforproductionupto standardAnotherrateforproduction exceedingstandard標(biāo)準(zhǔn)工時(shí)制(STANDARD-HOURPLAN)Baseswagesoncompletionofa jobortaskinsomeexpected periodoftime分紅制度(PRODUCTIONBONUSSYSTEMS)Hourlyrateplusbonusfor exceedingastandard傭金制(COMMISSION)Paydeterminationbasedona percentageofsalesinunitsor dollars組織全面獎(jiǎng)勵(lì)制度

(OrganizationwideIncentives)提案制度(SuggestionSystems)Formalmethodofobtainingemployees’ideasaboutimprovementsRewardbasedonthesuccessfuluseofanidea利益分享(GainsharingIncentives)考慮員工貢獻(xiàn)(Allowsemployeescontributingtoperformanceresultstoshareintheproceeds)多種利潤(rùn)來源(Gainscaninclude:hoursworked,dollarsspentonlabor,dollarsspentonwaste)利潤(rùn)分享計(jì)畫(ProfitSharingPlans)Distributeafixedpercentageoftotalorganizationalprofitstoemployees員工認(rèn)股(EmployeeStockOwnership)(ESOPs)EmployeesreceivestockinthecompanyEmployeebenefitspaidoutintheformofcompanystock史甘隆計(jì)畫(ScanlonPlan)鼓勵(lì)員工提出可能增進(jìn)生產(chǎn)力的改善建議。此制度將勞動(dòng)成本實(shí)質(zhì)節(jié)省後所增加的利潤(rùn)，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%).利益分享計(jì)畫(GainsharingPlans):著名例子林肯公司計(jì)畫(LincolnElectricPlan)論件計(jì)酬(Allcompensation basedonpiecework)晉升要看功績(jī)(Promotionsonmerit)員工認(rèn)股(Stockpurchaseplanincluded)利潤(rùn)潤(rùn)分分享享計(jì)計(jì)畫畫(ProfitSharingPlans)在員員工工正正常常待待遇遇之之外外，，另另行行加加上上分分享享企企業(yè)業(yè)累累積積產(chǎn)產(chǎn)生生的的利利潤(rùn)潤(rùn).及時(shí)時(shí)分分配配計(jì)計(jì)畫畫(currentdistributionplan):將當(dāng)當(dāng)季季或或當(dāng)當(dāng)年年的的利利潤(rùn)潤(rùn)提提出出某某一一比比例例分分配配給給員員工工遞延延計(jì)計(jì)畫畫(deferredplan):利潤(rùn)潤(rùn)存存到到基基金金中中，，直直到到退退休休、、死死亡亡或或喪喪失失工工作作能能力力時(shí)時(shí)才才分分配配報(bào)酬酬制制度度新新設(shè)設(shè)計(jì)計(jì)(InnovativeCompensationDesign):以個(gè)個(gè)人人為為基基礎(chǔ)礎(chǔ)(PeopleBasedPay)技能能基基礎(chǔ)礎(chǔ)(SKILL-BASED)Paylevelsbasedonhowmanyskillsemployeeshaveorhowmanyjobstheycando知識(shí)基礎(chǔ)礎(chǔ)(KNOWLEDGE-BASED)Rewardsemployeesforacquiringadditionalknowledgebothwithincurrentjobcategoriesandinnewjobones文憑基礎(chǔ)礎(chǔ)(CREDENTIAL-BASED)Requiresemployeestoobtaindiplomasorlicensesorpassoneormoreexaminations契約保證證(Guaranteedemploymentcontracts)高薪，不不受績(jī)效效影響(Highpayregardlessofperformancelevels)秘而不宣宣(Secretivepaypackages)CEO酬勞的爭(zhēng)爭(zhēng)議競(jìng)標(biāo)法(CompetitivePayApproach)Wideunjustifiablepaygaps15:1ratiosinsmalltomid-sizedfirms;100-200:1inlargefirms績(jī)效法(ComparativePerformanceApproach)基於績(jī)效而變動(dòng)(Variableperformancebasedpay)設(shè)定績(jī)效目標(biāo)(Performancetargetsset)委員會(huì)決定(Compensationcommittees)Widegapsbut…ClearerlinkstoperformanceCloselyregulatedbygov’t薪資守密密問題(PaySecrecyoropenness)WhatemployeeswanttoknowWilldisclosingpayinformationHarmorbenefitthefirm薪資保障障問題(PaySecurity)GuaranteedannualwageSupplementalunemploymentbenefitsCost-of-LivingadjustmentsSeverancepay薪資壓縮縮問題(PayCompression)PaygapsordifferentialsbetweencolleaguesSeniorandjunioremployees,supervisorsandsubordinates薪資政政策與與議題題12員工福福利與與服務(wù)務(wù)(EmployeeBenefitsandServices)間接報(bào)報(bào)償(indirectcompensation)組織提提供福福利與與服務(wù)務(wù)(benefitsandservices)的理由由法定福福利vs.非法定定福利利美國(guó)企企業(yè)與與我國(guó)國(guó)企業(yè)業(yè)的福福利措措施學(xué)習(xí)目目標(biāo)(LEARNINGOBJECTIVES)間接報(bào)報(bào)償(Indirectcompensation)包括福福利與與服務(wù)務(wù)(BenefitsandServices)指員工工因?yàn)闉槭墙M組織的的一員員及參參與組組織活活動(dòng)而而給予的的報(bào)酬酬，包包括以以金錢錢方式式給付付的福福利(如退退休金金、保保險(xiǎn)給給付...)以以及非非金錢錢方式式給付付的服務(wù)務(wù)(如如康樂樂設(shè)施施、文文藝活活動(dòng)...)Benefitsandservicesareavailabletoworkersaslongastheyareemployedbytheorganization.影響福福利與與服務(wù)務(wù)措施施的各各項(xiàng)因因素Domestic&Int’’lEconomicConditionsLaborMarketLaborUnionsCompany&IndustryConditionsState&FederalGovernmentGeographicLocationBENEFITSANDSERVICES員工福福利(FringeBenefits)因身為為公司司一份份子或或身居居公司司某一一職位位而享享有的的報(bào)酬酬(Rewardsthatemployeesreceiveforbeingmembersoftheorganizationandfortheirpositionsintheorganizations)通常與與員工工的業(yè)業(yè)績(jī)無無關(guān)配合法法令規(guī)規(guī)定協(xié)助滿滿足員員工生生活的的需求求不讓員員工產(chǎn)產(chǎn)生理理所當(dāng)當(dāng)然、、不花花白不不花的的心態(tài)態(tài)若非法法定，，儘量量給予予員工工選擇擇機(jī)會(huì)會(huì)符合組組織財(cái)財(cái)務(wù)能能力福利措措施的的原則則經(jīng)濟(jì)取取向:年年終獎(jiǎng)獎(jiǎng)金、、分紅紅入股股、退退(離離)職職金、、個(gè)人人給薪薪假是是員工工最愛愛的前前四名名.個(gè)人成成長(zhǎng)取取向:教教育進(jìn)進(jìn)修機(jī)機(jī)會(huì)、、國(guó)內(nèi)內(nèi)外休休閒設(shè)設(shè)計(jì)……..生活照照顧取取向:托托兒服服務(wù)、、陪產(chǎn)產(chǎn)假、、育嬰嬰假、、租屋屋補(bǔ)助助、彈彈性工工作時(shí)時(shí)間…….員工福福利的的類別別補(bǔ)助性性薪資資給付付(如特特別休休假、、產(chǎn)假假..)-勞動(dòng)基基準(zhǔn)法法保險(xiǎn)福福利(普普通事事故、、職業(yè)業(yè)災(zāi)害害)-勞工保保險(xiǎn)條條例退休福福利-勞動(dòng)基基準(zhǔn)法法獎(jiǎng)金福福利-職工福福利金金條例例、勞勞動(dòng)基基準(zhǔn)法法法定福福利滿足生生理需需求(貸款款、廉廉價(jià)優(yōu)優(yōu)惠、、設(shè)施施享用用、節(jié)節(jié)日補(bǔ)補(bǔ)助金金…)滿足安安全需需求(講究究工作作環(huán)境境、團(tuán)團(tuán)體保保險(xiǎn)、、意外外防癌癌保險(xiǎn)險(xiǎn)…)滿足社社會(huì)需需求(娛樂樂措施施、聚聚餐摸摸獎(jiǎng)、、老年年員工工照顧顧…….)非法定定福利利1998年年廠商商負(fù)擔(dān)擔(dān)的勞勞動(dòng)成成本中中，非非薪資資報(bào)酬酬佔(zhàn)總總報(bào)酬酬比例例增為為11.4%，，亦即即，企企業(yè)平平均每每年支支付單單一受受雇員員工的的非薪薪資報(bào)報(bào)酬高高達(dá)新新臺(tái)幣幣六萬萬一千千五百百元。。主要包括括員工保保險(xiǎn)費(fèi)、、退休準(zhǔn)準(zhǔn)備金、、資遣費(fèi)費(fèi)、職工工福利金金等行政院主臺(tái)灣地區(qū)區(qū)企業(yè)員員工非薪薪資報(bào)酬酬健康檢查查:勞勞工健康康保護(hù)規(guī)規(guī)則第十十一條規(guī)規(guī)定，視視員工的的年齡層層分每年年、每二二年或或三年做做定期健健康檢查查.教育訓(xùn)練練:促促進(jìn)產(chǎn)業(yè)業(yè)升級(jí)條條例規(guī)定定人才培培訓(xùn)支出出可抵減減營(yíng)利事事業(yè)所得得稅.我國(guó)企業(yè)業(yè)普遍實(shí)實(shí)施的員員工福利利惠普科技技公司每每年選定定一天做做為“家家庭日””(FamilyDay)美國(guó)花旗旗銀行也也有獨(dú)特特的“返返家日””(EarlyHomeDay)與“約會(huì)會(huì)日”(DateNight).人性化--從家家庭成員員著眼美國(guó)企業(yè)業(yè)的員工工福利美國(guó)企業(yè)業(yè)對(duì)員工工福利的的支出(1997年年資料)法律規(guī)定定的(Legallyrequired)21.30%有關(guān)退休休的(Retirementrequired)15.25%有關(guān)保險(xiǎn)險(xiǎn)的(Insurancerelated)24.21%休假給付付(Paymentfortimenotworked)33.66%其他5.56%1996年美國(guó)國(guó)商會(huì)的的統(tǒng)計(jì)顯顯示，美美國(guó)企業(yè)業(yè)對(duì)每一一位員工工的福利利給付平平均為US$14,086.約佔(zhàn)每人人平均年年薪的41.3%)1929年時(shí)，，福利僅僅佔(zhàn)薪酬酬的5%亦稱為自自助餐式式福利計(jì)計(jì)畫(CafeteriaPlans)，容許個(gè)別別員工從從公司提提供的福福利清單單中選取取其偏愛愛的福利利項(xiàng)目。。讓員工更更關(guān)心福福利措施施，提高高員工士士氣。經(jīng)經(jīng)由溝通通，員工工對(duì)福利利能有更更正面的的看法。。在摩根史史坦利公公司，大大約有三三分之二二的正式式員工選選擇自己己的福利利組合。。彈性福利利(Flexible-BenefitPlans)員工服務(wù)務(wù)(EmployeeServices)StockOwnershipPlansEducationProgramsPre-RetirementChildCareFinancialServicesElderCareSocialandRecreationalPrograms有些企業(yè)業(yè)要員工工承擔(dān)部部分福利利措施的的成本，，則企業(yè)業(yè)可以節(jié)節(jié)省福利利的支，，也可以以使員工工了解各各項(xiàng)福利利的成本本。成本分?jǐn)倲?costsharing)對(duì)福利措措施的兩兩種看法法:權(quán)利(Entitlements)or激勵(lì)(Incentives)?ENTITLEMENTSIncreasingexpectations,benefitstakenforgrantedEmployeesunawareofcostsorvalueofbenefitsSeenasHygienefactors,servetominimizedissatisfactionDetachedfromperformanceINCENTIVESMinimalbenefitexpectationsTotalcompensationapproachSeenasMotivators,servetomaximizesatisfaction&performanceLinksmadebetweenperformancelevels&benefitsStep1:目標(biāo)與策策略(SetObjectives&StrategyforBenefits)Step2:員工參與與(InvolveParticipantsandUnions)Step3:溝通(CommunicateBenefits)Step4:成本監(jiān)控控(MonitorCostsClosely)福利措施的有有效管理ManagingAnEffectiveBenefitsProgram13員工訓(xùn)練與發(fā)發(fā)展訓(xùn)練與學(xué)習(xí)(trainingandlearning)的定義職前訓(xùn)練(orientationprogram)員工的訓(xùn)練需需求(employees’needsfortraining)個(gè)人、團(tuán)體、、組織的發(fā)展展計(jì)畫訓(xùn)練成效的評(píng)評(píng)估比較目標(biāo)管理理(goalsetting)、行為修正術(shù)(behavior modification)、團(tuán)隊(duì)建立(teambuilding)的特色學(xué)習(xí)目標(biāo)(LEARNINGOBJECTIVES)累積技術(shù)、培培養(yǎng)人才出生入學(xué)就業(yè)職務(wù)要求知識(shí)識(shí)個(gè)人所獲知識(shí)識(shí)識(shí)知年齡彼得現(xiàn)象生涯發(fā)展(Development)Preparesindividualsforthefuture,focusesonlearningandpersonaldevelopment職前訓(xùn)練(Orientation)Introducesnewemployeestotheorganizationandtotheemployee’snewtasks,managers,andworkgroups.訓(xùn)練與發(fā)展在職訓(xùn)練(Training)Thesystematicprocessofalteringthebehaviorofemployeesinadirectionthatwillachieveorganizationalgoals,Helpemployeesmasterspecificskillsandabilitiesneededtobesuccessful.職前訓(xùn)練的過過程:社會(huì)化(Socialization)PRINCIPALPURPOSESToreducestart-upcostsofanewemployeeToreduceanxietyorfearoffailureToreduceturnoverTosavetimeforsupervisorsandco-workersTodeveloprealisticjobexpectations,positiveattitudestowardtheemployer,andjobsatisfactionSocializationoccurswhennewemployeeslearnnorms,values,workprocedures,andpatternsofbehavioranddressexpectedbytheorganization.動(dòng)機(jī):Thetraineemustbemotivatedtolearn能力:Thetraineemustbeabletolearn增強(qiáng):Thelearningmustbereinforced練習(xí):Itmustprovideforpracticeofthematerial重要:Thematerialpresentedmustbemeaningful溝通:Thematerialmustbecommunicatedeffectively移轉(zhuǎn):Thematerialtaughtmusttransfertothejob學(xué)習(xí)理論論(LearningTheory)有效學(xué)習(xí)習(xí)的原則則(Principles)訓(xùn)練計(jì)畫畫的績(jī)效效分析(PerformanceAnalysis)Theknowledge,skillandabilitytoperformthejobThepersonorjobholder’sneeds&resultsEXPECTEDACTUALSuggeststheneedfortrainingGAPOn-The-JobTrainingVerywidelyusedPlacedinrealworkexperiencesCaseMethodWrittendescriptionsofrealdecision-makingsituationsRolePlayingAsktraineestointeract&reactwithotherroleplayers訓(xùn)練方法法之選擇擇In-BasketTechniquesAnalyze&critiquetraineesonnumber,quality,&priorityofdecisionsmadeManagementGamesSimulatecompanyorindustrysituationsEmphasizeproblemsolvingBehaviorModelingLearningthroughobservationorimaginationUsedinleadershiptrainingLECTURE-DISCUSSIONMostfrequentlyusedmethodClassroompresentationsbyoutsideconsultants/trainersMorerecentlypresentedviatechnologyordistancelearningOUTDOOR-ORIENTEDPROGRAMSAction-orientedprogramsEmphasizeleadership,teamworkandrisk-takingCombineoutdoorskillsandclassroomseminars工作外的的訓(xùn)練(OfftheJobTraining)MotivationInternet(External)Intranets(Internal)VirtualRealityDistanceLearning電腦輔助助的訓(xùn)練練

(Computer-AssistedInstruction)Comparecosts/benefitsofusingvarioustechnologymediaandservicesGenerateatrackingandreportingsystemfocusedonvariousfacetsofvalidityReassessthevalueorreturnoninvestmentofthetrainingprogramFamiliarizeyourselfwiththetechnologybeingconsideredUnderstandbasiclearningprinciplesDefinethetargetemplo