an报价制度二-学习目标.ppt

8,報償制度(二),全面報償設計(TotalCompensationPackage)績效基礎薪酬(performance-basedpay)功績制(meritpayplan)與獎金制(incentivepayplan)個人獎勵(individualincentives)與團體獎勵(groupincentives)薪資議題(payissues:secrecy,security,andcompression),學習目標(LEARNINGOBJECTIVES),全面報償設計(TotalCompensationPackage),本薪(Basepay),變動性給付(Variablepay),間接性給付(Indirectpay),績效基礎薪酬(performance-basedpay),金錢是有效的績效激勵因子，企業希望留住績效好的員工的最常用的方法就是performance-basedpay,兩類績效基礎薪酬,功績制(meritpayplan)間接衡量績效，通常繼續不斷發給,獎金制(incentivepayplan)個人獎勵(individualincentives)團體獎勵(groupincentives),將對員工的給付與其績效或生產力直接掛鉤的一種設計;通常與本薪制度並用.,獎金制度,個人獎勵論件計酬(piecerateplans)佣金(plansbasedoncommissions)節省工時的獎勵(plansbasedontimesaved紅利(individualbonuses)提案獎金(suggestionsystem)對管理人員的獎勵,團體獎勵利潤分享計畫(profit-sharingplans)史甘隆計畫(Scanlonplan)員工認股(ESOPs),獎金制度(incentivepaysystems)的種類,理想的獎金制,對員工及管理當局均有利簡單容易瞭解有基本薪資保證,個人獎勵(IndividualIncentives),計件制(STRAIGHTPIECEWORK)Paydeterminationfluctuatesbasedonunitsofproductionpertimeperiod差別計件制(DIFFERENTIALPIECERATE)UsestwoseparatepieceratesOnerateforproductionuptostandardAnotherrateforproductionexceedingstandard,標準工時制(STANDARD-HOURPLAN)Baseswagesoncompletionofajobortaskinsomeexpectedperiodoftime分紅制度(PRODUCTIONBONUSSYSTEMS)Hourlyrateplusbonusforexceedingastandard佣金制(COMMISSION)Paydeterminationbasedonapercentageofsalesinunitsordollars,組織全面獎勵制度(OrganizationwideIncentives),提案制度(SuggestionSystems)FormalmethodofobtainingemployeesideasaboutimprovementsRewardbasedonthesuccessfuluseofanidea利益分享(GainsharingIncentives)考慮員工貢獻(Allowsemployeescontributingtoperformanceresultstoshareintheproceeds)多種利潤來源(Gainscaninclude:hoursworked,dollarsspentonlabor,dollarsspentonwaste),利潤分享計畫(ProfitSharingPlans)Distributeafixedpercentageoftotalorganizationalprofitstoemployees員工認股(EmployeeStockOwnership)(ESOPs)EmployeesreceivestockinthecompanyEmployeebenefitspaidoutintheformofcompanystock,史甘隆計畫(ScanlonPlan)鼓勵員工提出可能增進生產力的改善建議。此制度將勞動成本實質節省後所增加的利潤，由全体員工與雇主共同分享(通常全体員工分得75%，公司分得25%).,利益分享計畫(GainsharingPlans):著名例子,林肯公司計畫(LincolnElectricPlan)論件計酬(Allcompensationbasedonpiecework)晉升要看功績(Promotionsonmerit)員工認股(Stockpurchaseplanincluded),利潤分享計畫(ProfitSharingPlans),在員工正常待遇之外，另行加上分享企業累積產生的利潤.及時分配計畫(currentdistributionplan):將當季或當年的利潤提出某一比例分配給員工遞延計畫(deferredplan):利潤存到基金中，直到退休、死亡或喪失工作能力時才分配,報酬制度新設計(InnovativeCompensationDesign):以個人為基礎(PeopleBasedPay),技能基礎(SKILL-BASED)Paylevelsbasedonhowmanyskillsemployeeshaveorhowmanyjobstheycando知識基礎(KNOWLEDGE-BASED)Rewardsemployeesforacquiringadditionalknowledgebothwithincurrentjobcategoriesandinnewjobones文憑基礎(CREDENTIAL-BASED)Requiresemployeestoobtaindiplomasorlicensesorpassoneormoreexaminations,契約保證(Guaranteedemploymentcontracts)高薪，不受績效影響(Highpayregardlessofperformancelevels)秘而不宣(Secretivepaypackages),CEO酬勞的爭議,競標法(CompetitivePayApproach),Wideunjustifiablepaygaps15:1ratiosinsmalltomid-sizedfirms;100-200:1inlargefirms,薪資守密問題(PaySecrecyoropenness)WhatemployeeswanttoknowWilldisclosingpayinformationHarmorbenefitthefirm薪資保障問題(PaySecurity)GuaranteedannualwageSupplementalunemploymentbenefitsCost-of-LivingadjustmentsSeverancepay薪資壓縮問題(PayCompression)PaygapsordifferentialsbetweencolleaguesSeniorandjunioremployees,supervisorsandsubordinates,薪資政策與議題,12,員工福利與服務(EmployeeBenefitsandServices),間接報償(indirectcompensation)組織提供福利與服務(benefitsandservices)的理由法定福利vs.非法定福利美國企業與我國企業的福利措施,學習目標(LEARNINGOBJECTIVES),間接報償(Indirectcompensation)包括福利與服務(BenefitsandServices),指員工因為是組織的一員及參與組織活動而給予的報酬，包括以金錢方式給付的福利(如退休金、保險給付.)以及非金錢方式給付的服務(如康樂設施、文藝活動.)Benefitsandservicesareavailabletoworkersaslongastheyareemployedbytheorganization.,影響福利與服務措施的各項因素,Domestic&IntlEconomicConditions,LaborMarket,LaborUnions,Company&IndustryConditions,State&FederalGovernment,GeographicLocation,BENEFITSANDSERVICES,員工福利(FringeBenefits),因身為公司一份子或身居公司某一職位而享有的報酬(Rewardsthatemployeesreceiveforbeingmembersoftheorganizationandfortheirpositionsintheorganizations)通常與員工的業績無關,配合法令規定協助滿足員工生活的需求不讓員工產生理所當然、不花白不花的心態若非法定，儘量給予員工選擇機會符合組織財務能力,福利措施的原則,經濟取向:年終獎金、分紅入股、退(離)職金、個人給薪假是員工最愛的前四名.個人成長取向:教育進修機會、國內外休閒設計.生活照顧取向:托兒服務、陪產假、育嬰假、租屋補助、彈性工作時間.,員工福利的類別,補助性薪資給付(如特別休假、產假.)-勞動基準法保險福利(普通事故、職業災害)-勞工保險條例退休福利-勞動基準法獎金福利-職工福利金條例、勞動基準法,法定福利,滿足生理需求(貸款、廉價優惠、設施享用、節日補助金)滿足安全需求(講究工作環境、團體保險、意外防癌保險)滿足社會需求(娛樂措施、聚餐摸獎、老年員工照顧.),非法定福利,1998年廠商負擔的勞動成本中，非薪資報酬佔總報酬比例增為11.4%，亦即，企業平均每年支付單一受雇員工的非薪資報酬高達新台幣六萬一千五百元。主要包括員工保險費、退休準備金、資遣費、職工福利金等行政院主計處1999.11.26,台灣地區企業員工非薪資報酬,健康檢查:勞工健康保護規則第十一條規定，視員工的年齡層分每年、每二年或三年做定期健康檢查.教育訓練:促進產業升級條例規定人才培訓支出可抵減營利事業所得稅.,我國企業普遍實施的員工福利,惠普科技公司每年選定一天做為“家庭日”(FamilyDay)美國花旗銀行也有獨特的“返家日”(EarlyHomeDay)與“約會日”(DateNight).,人性化-從家庭成員著眼,美國企業的員工福利,美國企業對員工福利的支出(1997年資料)法律規定的(Legallyrequired)21.30%有關退休的(Retirementrequired)15.25%有關保險的(Insurancerelated)24.21%休假給付(Paymentfortimenotworked)33.66%其他5.56%,1996年美國商會的統計顯示，美國企業對每一位員工的福利給付平均為US$14,086.約佔每人平均年薪的41.3%)1929年時，福利僅佔薪酬的5%,亦稱為自助餐式福利計畫(CafeteriaPlans)，容許個別員工從公司提供的福利清單中選取其偏愛的福利項目。讓員工更關心福利措施，提高員工士氣。經由溝通，員工對福利能有更正面的看法。在摩根史坦利公司，大約有三分之二的正式員工選擇自己的福利組合。,彈性福利(Flexible-BenefitPlans),員工服務(EmployeeServices),StockOwnershipPlansEducationProgramsPre-RetirementChildCare,FinancialServicesElderCareSocialandRecreationalPrograms,有些企業要員工承擔部分福利措施的成本，則企業可以節省福利的支，也可以使員工了解各項福利的成本。,成本分攤(costsharing),對福利措施的兩種看法:權利(Entitlements)or激勵(Incentives)?,ENTITLEMENTSIncreasingexpectations,benefitstakenforgrantedEmployeesunawareofcostsorvalueofbenefitsSeenasHygienefactors,servetominimizedissatisfactionDetachedfromperformance,INCENTIVESMinimalbenefitexpectationsTotalcompensationapproachSeenasMotivators,servetomaximizesatisfaction&performanceLinksmadebetweenperformancelevels&benefits,Step1:目標與策略(SetObjectives&StrategyforBenefits)Step2:員工參與(InvolveParticipantsandUnions)Step3:溝通(CommunicateBenefits)Step4:成本監控(MonitorCostsClosely),福利措施的有效管理ManagingAnEffectiveBenefitsProgram,13,員工訓練與發展,訓練與學習(trainingandlearning)的定義職前訓練(orientationprogram)員工的訓練需求(employeesneedsfortraining)個人、團体、組織的發展計畫訓練成效的評估比較目標管理(goalsetting)、行為修正術(behaviormodification)、團隊建立(teambuilding)的特色,學習目標(LEARNINGOBJECTIVES),累積技術、培養人才,出生,入學,就業,職務要求知識,個人所獲知識,識知,年齡,彼得現象,生涯發展(Development)Preparesindividualsforthefuture,focusesonlearningandpersonaldevelopment,職前訓練(Orientation)Introducesnewemployeestotheorganizationandtotheemployeesnewtasks,managers,andworkgroups.,訓練與發展,在職訓練(Training)Thesystematicprocessofalteringthebehaviorofemployeesinadirectionthatwillachieveorganizationalgoals,Helpemployeesmasterspecificskillsandabilitiesneededtobesuccessful.,職前訓練的過程:社會化(Socialization),PRINCIPALPURPOSESToreducestart-upcostsofanewemployeeToreduceanxietyorfearoffailureToreduceturnoverTosavetimeforsupervisorsandco-workersTodeveloprealisticjobexpectations,positiveattitudestowardtheemployer,andjobsatisfaction,Socializationoccurswhennewemployeeslearnnorms,values,workprocedures,andpatternsofbehavioranddressexpectedbytheorganization.,動機:Thetraineemustbemotivatedtolearn能力:Thetraineemustbeabletolearn增強:Thelearningmustbereinforced練習:Itmustprovideforpracticeofthematerial重要:Thematerialpresentedmustbemeaningful溝通:Thematerialmustbecommunicatedeffectively移轉:Thematerialtaughtmusttransfertothejob,學習理論(LearningTheory),有效學習的原則(Principles),訓練計畫的績效分析(PerformanceAnalysis),Theknowledge,skillandabilitytoperformthejob,Thepersonorjobholdersneeds&results,EXPECTED,ACTUAL,Suggeststheneedfortraining,GAP,On-The-JobTrainingVerywidelyusedPlacedinrealworkexperiencesCaseMethodWrittendescriptionsofrealdecision-makingsituationsRolePlayingAsktraineestointeract&reactwithotherroleplayers,訓練方法之選擇,In-BasketTechniquesAnalyze&critiquetraineesonnumber,quality,&priorityofdecisionsmadeManagementGamesSimulatecompanyorindustrysituationsEmphasizeproblemsolvingBehaviorModelingLearningthroughobservationorimaginationUsedinleadershiptraining,LECTURE-DISCUSSIONMostfrequentlyusedmethodClassroompresentationsbyoutsideconsultants/trainersMorerecentlypresentedviatechnologyordistancelearningOUTDOOR-ORIENTEDPROGRAMSAction-orientedprogramsEmphasizeleadership,teamworkandrisk-takingCombineoutdoorskillsandclassroomseminars,工作外的訓練(OfftheJobTraining),Motivation,Internet(External)Intranets(Internal)VirtualRealityDistanceLearning,電腦輔助的訓練(Computer-AssistedInstruction),Comparecosts/benefitsofusingvarioustechnologymediaandservicesGenerateatrackingandreportingsystemfocusedonvariousfacetsofvalidityReassessthevalueorreturnoninvestmentofthetrainingprogram,FamiliarizeyourselfwiththetechnologybeingconsideredUnderstandbasiclearningprinciplesDefinethetargetemployeegroupDeterminetrainingneedsfromperformanceanalysisDefinetraininggoalsorresults,電腦輔助的訓練:問題與建議(IssuesandRecommendations),GO