Learn to design and implement a comprehensive "6+1" compensation system through this detailed course covering essential aspects of salary structure management. Explore key topics including salary benchmarking, regional pay differences, compensation strategies for different positions, handling pay disparities between new and existing employees, and performance-based bonus distribution. Master practical techniques for determining appropriate salary increases, structuring sales compensation, managing stock options as part of total compensation, and implementing effective bonus allocation systems. Understand core compensation theories, including expectancy theory, and learn how to align compensation with company profits and revenue while addressing challenges like dual-role positions and business loss scenarios. Gain insights into international evaluation systems like Mercer's methodology and discover strategies for attracting talent in small and medium-sized enterprises through strategic compensation design.
Overview
Syllabus
- 司机拿20万年薪 是高还是低呢？
- 做薪酬应该有三个视角
- 薪酬体系的作用
- 华为工资那么高 为什么还有人不去呢？
- 设计薪酬体系其实非常简单 只要记住两句话就好
- 谷歌的用人机制 看人下菜碟
- 谁的工资应该高 谁的工资应该低呢
- 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？
- 四个策略
- 岗位的薪酬应该怎么设计？
- 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？
- 薪酬结构的设计
- 销售人员的薪酬结构
- 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
