Learn how to design an effective compensation system through this comprehensive HR management course that covers essential principles and practical strategies. Explore key factors affecting employee motivation beyond salary, including three critical aspects of scientific compensation system design and their benefits. Master Google's hiring mechanisms, discover solutions for addressing salary disparities between new and veteran employees, and understand effective methods for salary adjustments. Examine the relationship between compensation, revenue, and profit while learning four strategies to create a universally satisfying compensation structure. Dive into position-specific salary design, talent recruitment strategies for small-medium enterprises, and international evaluation systems like Mercer. Study practical aspects including handling concurrent positions, salary grade divisions, regional pay differences, stock compensation, sales commission structures, and bonus distribution methods. Gain insights into employee salary progression techniques and learn to apply expectancy theory in compensation management.
Overview
Syllabus
- 员工给高工资工作积极性一定高吗？影响员工积极的因素有哪些？
- 做薪酬设计从这3个方面来考虑
- 建立科学的薪酬体系有这3个好处
- 员工应聘公司不仅仅看的是现金收入，更重要的是这一点
- 设计公司的薪酬体系很简单，只要记住两句话就好
- 谁的工资应该高 谁的工资应该低呢
- 谷歌的用人机制 看人下菜碟
- 三个方法解决新老员工薪酬错位问题
- 员工靠哄干活 怎么调整薪酬体系？
- 如何给员工涨工资？
- 薪酬与收入，利润是什么关系？
- 用这四个策略做薪酬设计，让所有员工都满意
- 不同岗位的薪酬应该怎么设计，才能让员工心服口服？
- 中小企业招人才的策略
- 涨工资很简单，看这个公式就好了
- 人力资源的负责人和财务的负责人，谁的工资应该高？
- 美世国际评估体系
- 选择标准岗位的时候注意三点
- 岗位价值评估前后的差异
- 兼岗问题如何处理？
- 薪资的分级定薪
- 划分薪级的四种方法
- 给员工涨多少工资合适？
- 两个不同区域的员工应该如何付薪？
- 股票的钱应不应该算薪酬？
- 销售人员的薪酬结构
- 给业务人员算提成的时候，应该按收入算还是按利润算
- 业务亏损，员工应不应该给提成？
- 员工薪酬给付原则
- 设计薪酬制度
- 奖金如何分配
- 员工的薪酬入级
- 给员工涨工资的技巧
- 期望理论
Taught by
Lecture
