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所在平台: Udemy |
课程主页: https://www.udemy.com/course/compensation-management/
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课程名称：薪酬管理 课程概述：薪酬管理应被视为对工资和薪水的战略管理。其目的是追求内部和外部的公平性。内部公平要求工资应与工作的相对价值相关，以确保相似的工作获得相似的报酬；而外部公平则意味着向员工支付与劳动力市场中相似岗位的员工相当的工资。薪酬管理力求通过将部分工资与生产率、利润、团队或个人表现以及技能的获得和应用等挂钩，来实现效率目标。这种目标可以通过高就业率和低通货膨胀率来实现，暗示员工会选择某一收益更高的地方工作。 市场工资水平受到供需关系和一般工资水平变动的影响。组织内部，不同岗位之间的工资相对关系取决于对不同岗位的价值评估。对员工来说，薪酬是工作的主要动机之一，对于部分个体来说，甚至可能是唯一的原因。对大多数人而言，薪资是维持自己和家庭生活的手段。因此，薪酬对组织也至关重要，因为它占据了较大比例的支出，同时在经济运作中也具有重要意义。 课程探讨三大核心决策：薪资水平、薪资结构和薪酬制度。同时还支持三个其它决策，即薪资形式、特殊群体的薪资处理以及薪酬管理。所有决策均受到经济、社会文化、法律环境等多种环境和组织变量的影响。此外，组织内部的薪资决策还会受到特定组织的动态变化影响，员工的薪资必须在组织结构中保持一致性。 最后，薪酬决策还受到全球信息高速公路的影响。随着女性进入劳动力市场，社会环境正在发生显著变化。在做出薪酬决策时，重视多样性显得尤为重要。维克托·弗鲁姆提出的效价-工具性-期望（VIE）理论认为，效价代表价值，工具性是指如果我们做某事就会导致另一事的信念，期望则是努力或行动会导致预期结果的概率。激励或奖金方案只有在努力与奖励之间的联系明确且奖励的价值值得努力时，才能发挥效果。
Compensation should be viewed as the strategic management of wages and salaries. Compensation management strives for internal and external equity. Internal equity requires that pay be related to the relative worth of a job so that similar jobs get similar pay. External equity means paying workers what other firms in the labor market pay comparable workers. The objective of efficiency are reflected in attempts to link a part of wages to productivity or profit, group or individual performance, acquisition and application of skills and so on. It can be achieved through high employment levels and low inflation. It implies that employees will move to wherever they receive a net gain. Market rates as affected by supply, demand, and general movements in pay levels. Salary relativities between jobs within the organization depending on the values attached to different jobs. To an employee, pay is a primary reason for working. For some individuals, it may be the only reason. For most of us, it is the means by which we provide for our own and our family's needs. Compensation is also important to organization. It represents a large proportion of expenditure. Compensation is also significant in the operation of the economy.There are 3 core decisions, those involving pay level, pay structure, and pay system. Supporting there are 3 other decisions, concerning pay form, pay treatment for special groups, and pay administration. All the decisions are influenced by a number of environmental and organizational variable. Examples of their variables are the economic, social/cultural, and legal environments; as well as the organization's structure and workforce.Compensation decisions are also affected by the dynamics of the particular organization. Employee pay must be consistent within the organization structure. Finally, compensation decisions are affected by the worldwide information highway. The social environment is changing dramatically, following the entry of women into the workforce. Valuing diversity while taking compensation decisions is very important. Victor Vroom formulated Valence Instrumentality Expectancy (VIE) theory. Valence stands for value, Instrumentality is the belief that if we do one thing it will lead to another, and expectancy is the probability that action or effort will lead to an outcome. An incentive or bonus scheme works only if the link between effort and reward is clear, and the value of the reward is worth the effort.
