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留學美國MBA作業:Benefits and Compensation in Human Resources

論文價格: 免費 時間:2022-11-18 16:09:37 來源:www.europeanvox.com 作者:留學作業網

留學美國MBA作業-人力資源的福利和報酬。本文是一篇美國留學生MBA課程作業,主要內容是分析很多應聘者首先問你的好處是什么。福利——員工因繼續在公司工作而獲得的間接財務和非財務報酬——幾乎是每個人薪酬的重要組成部分。它們包括健康和人壽保險、養老金、帶薪休假和兒童護理援助。美國的大多數全職員工都享受福利。幾乎所有雇主都提供一些健康保險。員工福利占工資和薪金的33%-40%(約占工資總額的28%)。由于員工有大量的休息時間,所以不工作時間的工資是最昂貴的福利。下面就是這篇美國MBA作業寫作范文,供參考。

留學美國MBA作業范文

What are your benefits is the first thing many applicants ask. Benefits – indirect financial and nonfinancial payments employees receive for continuing their employment with the company – are an important part of just about everyone’s compensation. They include things like health and life insurance, pensions, time off with pay, and child-care assistance. Most full-time employees in the United States receive benefits. Virtually all employers offer some health insurance coverage. Employee benefits account for between 33% – 40% of wages and salaries (or about 28% of total payrolls). Pay for time not worked is the most costly benefits, because of the large amount of time off employees.
Compensation is a primary motivator for employees. People look for jobs that not only suit their creativity and talents, but compensate them-both in terms of salary and other benefits-accordingly. Compensation is also one of the fastest changing fields in Human Resources, as companies continue to investigate various ways of rewarding employees for performance.
薪酬是員工的主要激勵因素。人們尋找的工作不僅適合他們的創造力和才能,而且在薪酬和其他福利方面也會相應地補償他們。薪酬也是人力資源領域變化最快的領域之一,因為公司繼續研究各種獎勵員工績效的方法。
It is important for small business owners to understand the difference between wages and salaries. A wage is based on hours worked. Employees who receive a wage are often called “non-exempt.” A salary is an amount paid for a particular job, regardless of hours worked, and these employees are called “exempt.” The difference between the two is carefully defined by the type of position and the kinds of tasks that employees perform. In general, exempt employees include executives, administrative and professional employees, and others as defined by the Fair Labor Standards Act of 1938. These groups are not covered by minimum wage provisions. Non-exempt employees are covered by minimum wage as well as other provisions.
對于小企業主來說,了解工資和薪水之間的區別很重要。工資是根據工作時間計算的。領取工資的員工通常被稱為“非免稅”。工資是為特定工作支付的金額,與工作時間無關,這些員工被稱為是“免稅”。這兩者之間的區別是由職位類型和員工執行的任務種類仔細定義的。一般來說,豁免員工包括高管、行政和專業員工以及1938年《公平勞動標準法》規定的其他人員。這些群體不受最低工資規定的限制。非免稅雇員受最低工資和其他規定的保障。
It is important to pay careful attention to these definitions when determining whether an individual is to receive a wage or a salary. Improper classification of a position can not only pose legal problems, but often results in employee dissatisfaction, especially if the employee believes that execution of the responsibilities and duties of the position warrant greater compensation than is currently awarded.
在確定個人是領取工資還是薪水時,必須仔細注意這些定義。職位分類不當不僅會帶來法律問題,而且往往會導致員工不滿,特別是如果員工認為履行職位職責和職責需要獲得比目前更高的薪酬。
When setting the level of an employee’s monetary compensation, several factors must be considered. First and foremost, wages must be set high enough to motivate and attract good employees. They must also be equitable-that is, the wage must accurately reflect the value of the labor performed. In order to determine salaries or wages that are both equitable for employees and sustainable for companies, businesses must first make certain that they understand the responsibilities and requirements of the position under review. The next step is to review prevailing rates and classifications for similar jobs. This process requires research of the competitive rate for a particular job within a given geographical area. Wage surveys can be helpful in defining wage and salary structures, but these should be undertaken by a professional (when possible) to achieve the most accurate results. In addition, professional wage surveys can sometimes be found through local employment bureaus or in the pages of trade publications. Job analysis not only helps to set wages and salaries, but ties into several other Human Resource functions such as hiring, training, and performance appraisal. As the job is defined, a wage can be determined and the needs for hiring and training can be evaluated. The evaluation criteria for performance appraisal can also be constructed as the specific responsibilities of a position are defined. Other factors to consider when settling on a salary for a position include Availability of people capable of fulfilling the obligations and responsibilities of the job, Level of demand elsewhere in the community and/or industry for prospective employees, Cost of living in the area, Attractiveness of the community in which the company operates, Compensation levels already in existence elsewhere in the company.
在確定員工的貨幣補償水平時,必須考慮幾個因素。首先,工資必須設定得足夠高,以激勵和吸引優秀員工。它們也必須是公平的,即工資必須準確地反映勞動的價值。為了確定既對員工公平又對公司可持續的薪酬或工資,企業必須首先確保他們了解所審查職位的職責和要求。下一步是審查類似工作的現行費率和分類。這一過程需要研究特定地理區域內特定工作的競爭率。工資調查有助于確定工資和薪金結構,但應由專業人員(如有可能)進行,以獲得最準確的結果。此外,職業工資調查有時可以通過當地就業局或行業出版物的頁面找到。工作分析不僅有助于確定工資和薪水,還與其他人力資源職能部門(如招聘、培訓和績效評估)聯系在一起。隨著工作的定義,可以確定工資,并評估招聘和培訓的需求??冃гu估的評估標準也可以根據職位的具體職責來制定。在確定一個職位的薪酬時,需要考慮的其他因素包括:是否有能力履行工作義務和責任的人員;社區和/或行業其他地方對未來員工的需求水平;該地區的生活成本;公司所在社區的吸引力,公司其他地方已經存在的薪酬水平。
There are many federal, state, and local employment and tax laws that impact compensation. These laws define certain aspects of pay, influence how much pay a person may receive, and shape general benefits plans.
有許多聯邦、州和地方就業和稅收法律會影響薪酬。這些法律規定了薪酬的某些方面,影響了一個人可能獲得的薪酬,并制定了一般福利計劃。
The Fair Labor Standards Act (FLSA) is probably the most important piece of compensation legislation. Small business owners should be thoroughly familiar with it. This act contains five major compensation laws governing minimum wage, overtime pay, equal pay, recordkeeping requirement, and child labor, and it has been amended on several occasions over the years. Most of the regulations set out in the FLSA impact non-exempt employees, but this is not true across the board.
《公平勞動標準法》(FLSA)可能是最重要的補償立法。小企業主應該非常熟悉這一法案。該法案包含五項主要的補償法律,涉及最低工資、加班費、同工同酬、記錄保存要求和童工,并且在過去幾年中多次修改。FLSA中規定的大多數規定都影響非免稅員工,但并非所有員工都如此。
The Equal Pay Act of 1963 is an amendment to FLSA, which prohibits differences in compensation based on sex for men and women in the same workplace whose jobs are similar. It does not prohibit seniority systems, merit systems, or systems that pay for performance, and it does not consider exempt or non-exempt status.
1963年的《同酬法》是對FLSA的一項修正案,該修正案禁止同一工作場所中工作相似的男女在基于性別的補償上存在差異。它不禁止資歷制度、考績制度或績效工資制度,也不考慮豁免或非豁免地位。
In addition, the United States government has passed several other laws that have had an impact, in one way or another, on compensation issues. These include the Consumer Credit Protection Act of 1968, which deals with wage garnishments; the Employee Retirement Income Security Act of 1974 (ERISA), which regulates pension programs; the Old Age, Survivors, Disability and Health Insurance Program (OASDHI), which forms the basis for most benefits programs; and implementation of unemployment insurance, equal employment, worker’s comp, Social Security, Medicare, and Medicaid programs and laws. For the most part, traditional methods of compensation involve set pay levels (wage or salary) with regular increases.
此外,美國政府還通過了其他幾項法律,這些法律在某種程度上對賠償問題產生了影響。其中包括1968年的《消費者信用保護法》,該法涉及工資扣押;1974年《雇員退休收入保障法》(ERISA),該法規定了養老金計劃;老年、幸存者、殘疾和健康保險計劃(OASDHI),這是大多數福利計劃的基礎;實施失業保險、平等就業、工人補償、社會保障、醫療保險和醫療補助計劃和法律。在大多數情況下,傳統的補償方法包括固定工資水平(工資或薪金)并定期增加。
Increases can be given for a variety of reasons, but are typically given for promotions, merit increases, or cost of living increases. The Hay Group points out that there is less distinction today between merit increases and cost of living increases: “Because of the low levels (3 to 4 percent) of salary budget funding, most merit raises are perceived as little more than cost of living increases. Employees have come to expect them.” This “base pay” system is one that most people are familiar with. Often, it includes a set salary or wage, a set schedule for merit increases, and a set benefits package.
加薪的原因有很多,但通常是升職、加薪或生活成本上漲。Hay Group指出,如今,績效提升和生活成本提升之間的區別越來越?。骸坝捎诠べY預算資金的水平很低(3%至4%),大多數績效提升被認為只不過是生活成本的提升。員工已經開始期待它們了?!边@種“基本工資”制度是大多數人都熟悉的制度。通常,它包括固定的薪水或工資、固定的績效提升時間表和固定的福利待遇。
Benefits are an important part of an employee’s total compensation package. Benefits packages became popular after World War II, when wage controls made it more difficult to give competitive salaries. Benefits were added to monetary compensation to attract, retain, and motivate employees, and they still perform that function today. They are not cash rewards, but they do have monetary value (for example, spiraling health care costs make health benefits particularly essential to today’s families). Many of these benefits are nontaxable to the employee and deductible by the employer.
福利是員工薪酬總額的重要組成部分。第二次世界大戰后,福利待遇開始流行,當時工資控制使得提供有競爭力的薪酬變得更加困難。為了吸引、留住和激勵員工,福利被添加到貨幣薪酬中,而如今,他們仍在履行這一職能。它們不是現金獎勵,但它們確實具有貨幣價值(例如,不斷上漲的醫療保健費用使健康福利對當今家庭尤為重要)。其中許多福利對雇員不征稅,雇主可以扣除。
Many benefits are not required by law, but are nonetheless common in total compensation packages. These include health insurance, accidental death and dismemberment insurance, some form of retirement plan (including profit-sharing, stock option programs, 401(k) and employee stock ownership plans), vacation and holiday pay, and sick leave. Companies may also offer various services, such as day care, to employees, either free or at a reduced cost. It is also common to provide employees with discounted services or products offered by the company itself. In addition, there are also certain benefits that are required by either state or federal law. Federal law, for example, requires the employer to pay into Social Security, and unemployment insurance is mandated under OASDHI. State laws govern worker’s compensation.
許多福利是法律不要求的,但在總體薪酬方案中很常見。其中包括健康保險、意外死亡和肢解保險、某種形式的退休計劃(包括利潤分享、股票期權計劃、401(k)和員工持股計劃)、假期和假日工資以及病假。公司還可以免費或降低成本向員工提供各種服務,如日托。向員工提供公司自己提供的折扣服務或產品也很常見。此外,州或聯邦法律也要求某些福利。例如,聯邦法律要求雇主繳納社會保障金,失業保險是OASDHI規定的。州法律規定了工人的補償。
As businesses change their focus, their approach to compensation must change as well. Traditional compensation methods may hold a company back from adequately rewarding its best workers. When compensation is tied to a base salary and a position, there is little flexibility in the reward system. Some new compensation systems, on the other hand, focus on reward for skills and performance, with the work force sharing in company profit or loss. One core belief of new compensation policies is that as employees become employee owners, they are likely to work harder to ensure the success of the company. Indeed, programs that promote employee ownership-and thus employee responsibility and emotional investment-are becoming increasingly popular. Examples of these types of programs include gain sharing, in which employees earn bonuses by finding ways to save the company money; pay for knowledge, in which compensation is based on job knowledge and skill rather than on position (and in which employees can increase base pay by learning a variety of jobs); and incentive plans such as employee stock options plans (ESOPs).
隨著企業改變重點,他們的薪酬方法也必須改變。傳統的薪酬方法可能會阻礙公司充分獎勵最優秀的員工。當薪酬與基本工資和職位掛鉤時,薪酬制度幾乎沒有靈活性。另一方面,一些新的薪酬制度側重于對技能和績效的獎勵,員工在公司利潤或損失中分擔。新薪酬政策的一個核心信念是,隨著員工成為員工所有者,他們可能會更加努力地工作,以確保公司的成功。事實上,促進員工所有權,從而促進員工責任感和情感投資的項目正變得越來越受歡迎。這類計劃的例子包括收益分享,員工通過尋找方法節省公司資金來獲得獎金;知識付費,薪酬基于工作知識和技能,而不是職位(員工可以通過學習各種工作來提高基本工資);以及員工股票期權計劃(ESOP)等激勵計劃。
Compensation programs and policies must be communicated clearly and thoroughly to employees. Employees naturally want to have a clear understanding of what they can reasonably expect in terms of compensation (both in terms of monetary compensation and benefits) and performance appraisal. To ensure that this takes place, consultants urge business owners to detail all aspects of their compensation programs in writing. Taking this step not only helps reassure employees, but also provides the owner with additional legal protection from unfair labor practices accusations.
薪酬計劃和政策必須清楚、徹底地傳達給員工。員工自然希望清楚了解他們在薪酬(包括貨幣薪酬和福利)和績效考核方面的合理期望。為了確保這一點,顧問敦促企業主以書面形式詳細說明其薪酬計劃的各個方面。采取這一步驟不僅有助于讓員工放心,還為業主提供了額外的法律保護,使其免受不公平勞動行為的指控。       
Today’s competitive business environment is forcing companies to rethink how to attract and retain top talent without sacrificing business goals. Employee compensation and benefits are an employer’s primary tools to attract and retain talented employees, but they are facing more scrutiny now than ever. Plan fiduciaries are under increased pressure to adhere to rigid standards in light of recent corporate scandals. Waves of employee benefits legislation and regulation threaten to swamp employee benefit plan administration.
當今競爭激烈的商業環境迫使企業重新思考如何在不犧牲商業目標的情況下吸引和留住頂尖人才。員工薪酬和福利是雇主吸引和留住優秀員工的主要工具,但他們現在面臨的審查比以往任何時候都多。鑒于最近的公司丑聞,計劃受托人面臨著更大的壓力,要求他們遵守嚴格的標準。一波又一波的員工福利立法和法規可能會淹沒員工福利計劃管理。
Many companies are faced with unmotivated employees whose poor attitude can greatly affect the growth of the company. By introducing incentives, companies can boost employee morale tremendously. A few examples of employee incentives are paid vacations, company sponsored social activities, stock options, and bonuses or pay increases based on performance. These are just a few activities that can lead to a more productive work environment. HR is usually faced with suggestions but is unable to put them into company policy.
許多公司都面臨著缺乏動力的員工,他們糟糕的態度會極大地影響公司的發展。通過引入激勵措施,公司可以極大地提高員工的士氣。員工激勵的幾個例子是帶薪假期、公司贊助的社會活動、股票期權以及基于績效的獎金或加薪。這些只是一些可以帶來更高效工作環境的活動。人力資源部通常面臨建議,但無法將其納入公司政策。
The most challenge Human Resources department facing is employee’s turnover. Meeting the demands of today’s changing business environment requires building and retaining a loyal and motivated staff. Therefore, finding and keeping quality employees so as to reducing turnover is one of the key challenges of HR department. Employees who feel they’re underpaid will also feel they’re undervalued and are more open to potential offers from outside firms. To a firm, the effects of turnover can be costly. The time and money it takes to recruit, rehire and retain can quickly cut into a firm’s bottom line. Besides the costs, especially for the high-technology companies, employees’ turnover means high risks of losing its important technologies and clients.
人力資源部面臨的最大挑戰是員工流動。要滿足當今不斷變化的商業環境的要求,需要培養和留住一名忠誠、積極的員工。因此,尋找并留住高素質員工,以減少員工流失是人力資源部面臨的關鍵挑戰之一。員工如果覺得自己薪酬過低,也會覺得自己被低估了,更愿意接受外部公司的潛在報價。對一家公司來說,營業額的影響可能代價高昂。招聘、重新雇用和留住員工所需的時間和金錢會很快削減公司的底線。除了成本之外,尤其是對高科技公司而言,員工流失意味著失去其重要技術和客戶的高風險。
To develop a loyal, motivated workforce and keeping turnover at a minimum, the first step is finding and hiring good people. Therefore, It’s crucial to have a recruiting strategy in place. Secondly, it certainly takes more than money alone to attract and retain skilled professionals, it’s helpful to offer competitive compensation packages, for example: to be flexible and tailor compensation to individual employees; pay a little more than prevailing salaries at other firms; acknowledge your employees’ contributions as frequently as possible; offer staff members opportunity and reward them when they succeed. Thirdly, creating an employee-friendly work environment also play a role. The implication is clear: The more enriching your work environment, the more likely you are to retain a staff of satisfied, productive employees.
要培養一支忠誠、積極的員工隊伍,并將營業額保持在最低水平,第一步是找到并雇傭優秀的員工。因此,制定招聘戰略至關重要。第二,吸引和留住熟練的專業人員肯定不僅僅需要錢,提供有競爭力的薪酬方案是有幫助的,例如:靈活并為員工量身定制薪酬;支付的工資略高于其他公司的現行工資;盡可能頻繁地確認員工的貢獻;為員工提供機會,并在他們成功時給予獎勵。第三,創造一個員工友好的工作環境也發揮了作用。這意味著:你的工作環境越豐富,你就越有可能留住一批滿意、高效的員工。
The single most challenging issue facing HR executives today is the benefits package a company offers to its employees. Such benefits as retirement plans, healthcare, family leave plans and vacation time are becoming increasingly important to employees.
如今,人力資源管理人員面臨的最具挑戰性的問題是公司為員工提供的福利待遇。退休計劃、醫療保健、家庭休假計劃和休假時間等福利對員工越來越重要。       
However, such benefits are costing companies a tremendous amount of money each year and it’s on the rise. Human Resource executives must find a middle ground that will not only please its employees, but also be affordable to the company.
然而,這些好處每年都會給公司帶來巨大的損失,而且還在增加。人力資源主管必須找到一個既能取悅員工又能讓公司負擔得起的中間地帶。
The most challenging HR issue facing companies today is the ability to offer a competitive incentive package. Employees today want to work for a company that offers reasonable salaries, excellent health benefits, a pension plan and comprehensive 401k plans. Not to mention tuition reimbursement, child care centers, fitness centers, life insurance, and the all-important paid time off. Each of these perks is very costly to the company, but without them the quality of their workforce would be sacrificed. Companies seem to be adding more benefits to attract and retain employees, but with the increases in the cost of these benefits who know how long they will last. HR executives need to understand their company and be able to offer as many benefits as possible without hurting the profitability of the company.
當今公司面臨的最具挑戰性的人力資源問題是提供具有競爭力的激勵方案的能力。如今,員工希望為一家提供合理薪酬、卓越健康福利、養老金計劃和全面401k計劃的公司工作。更不用說學費報銷、兒童護理中心、健身中心、人壽保險以及最重要的帶薪休假。這些福利對公司來說都是非常昂貴的,但如果沒有這些福利,員工的素質就會受到損害。公司似乎在增加更多的福利來吸引和留住員工,但隨著這些福利成本的增加,誰知道這些福利會持續多久。人力資源管理人員需要了解他們的公司,并能夠在不損害公司盈利能力的情況下提供盡可能多的好處。       
If you own your own business, your employee compensation and benefits package can be the deciding factor for many potential employees. And it’s not just the money. To make your company competitive and attractive to job candidates, you have to offer an exceptional total benefits package. That makes it a very important part of your business planning and management process if you hope to hire (and keep) top employees.
如果你擁有自己的企業,你的員工薪酬和福利待遇可能是許多潛在員工的決定因素。這不僅僅是錢。為了使你的公司具有競爭力并吸引求職者,你必須提供一個特殊的整體福利。如果你希望雇傭(并留?。╉敿鈫T工,這將成為你業務規劃和管理過程中非常重要的一部分。
Of all the disciplines in the human resources field, compensation is one of the most complex. Handling compensation issues requires knowledge of employment trends, the value of experience and credentials for various positions and industries, negotiation skills, company budget and the organization’s bottom line. Economic conditions also play an important role in compensation and benefits issues. Addressing compensation issues can range from developing competitive wage scales to weighing the advantage of bonus and incentive payments.
在人力資源領域的所有學科中,薪酬是最復雜的學科之一。處理薪酬問題需要了解就業趨勢、各種職位和行業的經驗和證書價值、談判技巧、公司預算和組織的底線。經濟條件在薪酬和福利問題上也起著重要作用。解決薪酬問題的范圍可以從制定有競爭力的工資標準到權衡獎金和獎勵金的優勢。       
The term compensation means financial payments such as wages and salary paid to employees. Compensation also includes bonus and incentive payments, raises and company stock awarded to employees. Compensation specialists often have knowledge of both compensation and employee benefits. This is one reason why human resources departments sometimes combine compensation and benefits into one departmental function.
術語補償是指支付給員工的工資和薪金等財務支付。薪酬還包括向員工發放的獎金和獎勵、加薪和公司股票。薪酬專家通常了解薪酬和員工福利。這也是人力資源部門有時將薪酬和福利合并為一個部門職能的原因之一。
HR’s efforts to integrate compensation strategies and practices are a key component of successful mergers and acquisitions. In today’s whirlwind of mergers and acquisitions (M&As), everyday HR issues such as employee compensation may get blown aside as countless financial and legal priorities take center stage. However, recent research suggests that HR could play a greater role in successful M&As, and, the earlier HR gets involved, the better.
人力資源部整合薪酬戰略和實踐的努力是成功并購的關鍵組成部分。在今天的并購旋風中,員工薪酬等日常人力資源問題可能會被拋到一邊,因為無數的財務和法律優先事項占據了中心位置。然而,最近的研究表明,人力資源可以在成功的并購中發揮更大的作用,而且人力資源參與得越早越好。
Depending on the circumstances of the deal-and the compensation policies of the merging companies-HR may be called on to splice disparate payment plans into a program that fits the new organization, or HR may have to discard the original plans and then create a program from scratch that complements the merged entities. Either way, old and new employees will be concerned about what is happening with their pay, so HR also must develop an effective communications plan to inform and reassure them.
根據交易的情況和合并公司的薪酬政策,人力資源部可能會被要求將不同的支付計劃拼接成適合新組織的計劃,或者人力資源部必須放棄原有計劃,然后從頭開始創建一個補充合并實體的計劃。無論是哪種方式,新老員工都會關心他們的薪酬狀況,因此人力資源部也必須制定一個有效的溝通計劃,以告知他們并讓他們放心。
Compensation represents the largest of all expenses in most organizations, and it is in turmoil. The Federal government’s statements are inconsistent and have resulted in much uncertainty. Executive Compensation is a global issue, including who is an executive, CERP implications, and long and short-term incentives. While some employers are reducing hiring and merit budgets, freezing salaries, decreasing bonuses and pay, passing on of benefit costs, and – gasp – cutting out 401k contributions – they should also remain concerned about holding on to their most talented employees when the economy recovers. With decreasing revenues, sales compensation structures are being revised, such as the trend away from a revenue basis to a profit basis. Then there are the changes in 401(k) and other plans Companies are cutting their match, and the IRS is providing guidance.
在大多數組織中,薪酬是所有開支中最大的一筆,而且處于混亂之中。聯邦政府的聲明前后不一致,導致了很多不確定性。高管薪酬是一個全球性問題,包括誰是高管、CERP影響以及長期和短期激勵措施。盡管一些雇主正在減少招聘和績效預算,凍結工資,減少獎金和薪酬,轉嫁福利成本,甚至削減401k捐款,但他們也應該繼續關注經濟復蘇時留住最有才華的員工。隨著收入的減少,銷售薪酬結構正在調整,例如從收入基礎轉向利潤基礎的趨勢。然后是401k和其他計劃的變化,公司正在削減它們的匹配,國稅局正在提供指導。
It is the biggest pain of Compensation and Benefits – how to introduce the fair and transparent compensation policy to the organization. In the public sector, this issue is quite easy to solve as their compensation scheme are pretty rigid and people get used to them. But in the large corporations – the transparency and fairness of the compensation policy can be a real issue to the employees.
這是薪酬和福利的最大難題——如何向組織引入公平透明的薪酬政策。在公共部門,這一問題很容易解決,因為他們的薪酬制度相當僵化,人們已經習慣了。但在大公司,薪酬政策的透明度和公平性對員工來說是一個真正的問題。       
The organizations usually know what it means to have a fair and transparent compensation policy. But the pressure of the business and the constant need to change makes almost impossible to make the compensation policy transparent and fair to all the employees. It needs a lot of time and effort.
這些組織通常知道擁有公平透明的薪酬政策意味著什么。但企業的壓力和不斷變化的需求使薪酬政策幾乎不可能對所有員工透明和公平。這需要很多時間和精力。
Fair Compensation Policy needs a clear definition of job descriptions and job profiles in the organization. The value of each job must be evaluated and the organization must develop a clear system of jobs within the organization. In this stage the HRM is under a big pressure as the managers know about the impact of the job evaluation to the real salaries and bonuses. The whole system must be clearly supported by the Top Management of the company. When the organization has a clear system of job evaluation and all the job positions are put in the correct order, the organization can develop the Fair Compensation Policy. The fair compensation policy takes the following inputs, job, evaluation, job market situation, business strategy, preferences of the organization.
公平薪酬政策需要明確定義組織中的職位描述和職位簡介。必須評估每項工作的價值,組織必須在組織內建立一個明確的工作體系。在這個階段,人力資源管理局面臨著巨大的壓力,因為管理人員知道工作評估對實際工資和獎金的影響。整個系統必須得到公司最高管理層的明確支持。當組織有一個明確的工作評估體系,并且所有工作職位都按正確的順序排列時,組織就可以制定公平薪酬政策。公平薪酬政策考慮以下因素:工作、評估、就業市場狀況、業務戰略、組織偏好。       
Based on the inputs the HRM can prepare the fair compensation policy, which enables the company to reach better performance. The HRM is responsible for the correct setting and keeping the rules during the procedure of creation of the fair compensation policy. The fair compensation policy means the fair value of each job in the organization and clear process of reaching this fair value.
基于這些投入,人力資源管理局可以制定公平的薪酬政策,從而使公司取得更好的業績。在制定公平薪酬政策的過程中,人力資源管理局負責正確設置和遵守規則。公平薪酬政策是指組織中每項工作的公平價值以及實現公平價值的明確過程。
Transparent Compensation Policy is about opening the rules for the compensation policy to employees. When the employees have a chance to understand the principles of the compensation policy and they can take them as fair to them, you are successful in the implementation of the Transparent Compensation Policy. The Transparent Compensation Policy is about the courage to open the rules and the compensation policy must be ready to be open. In case, the compensation policy is not fully implemented and the employees are not fully in the compensation range, it is very dangerous to make compensation policy transparent.
透明的薪酬政策是向員工開放薪酬政策的規則。當員工有機會了解薪酬政策的原則,并能對其公平對待時,您就成功實施了透明薪酬政策。透明的薪酬政策是關于勇于開放規則的,薪酬政策必須準備好開放。如果薪酬政策沒有得到充分執行,員工也沒有完全在薪酬范圍內,那么讓薪酬政策透明是非常危險的。
Honestly, these basic rules about the Fair and Transparent Compensation Policy are easy to write, but very hard to follow in the real business life. But every HRM should implement Fair and Transparent Compensation Policy to support the performance of the business and to increase satisfaction of employees.
作業提出這些關于公平和透明薪酬政策的基本規則很容易編寫,但在實際商業生活中很難遵循。但是,每個人力資源管理局都應該實施公平和透明的薪酬政策,以支持企業的績效并提高員工的滿意度。本站提供各國各專業留學生作業寫作指導服務,如有需要可咨詢本平臺。

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