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1. Ericsson Compensation & Benefit爱立信薪酬体系 2002年9月18日
2. Ericsson Compensation & Benefit爱立信薪酬体系 C&B vs Company strategy & HR management 薪酬与公司管理和人力资源管理的关系 C&B system establishment, competitiveness, impact to company finance 薪酬体系的建立、竞争力、对公司财务管理的影响力
3. What are Ericsson’s business measurements?爱立信业务的衡量尺度？(它随着公司业务的转变而变化，去年可能是净销售额、客户满意度、现金流，今年则是订单数量和应收帐款等)
4. The business measurements decide the c&B strategy 业务的衡量尺度决定公司薪酬体系的战略(如奖励机制中目标的制定直接与业务战略相关)
5. Why HR need to look at money?人力资源为什么向“钱”看？ all HR activities can be put in money term 所有的人力资源管理活动都可以用钱来衡量 No financial mind-set & analysis, HR is blind. 没有财务分析和头脑，人力资源管理是盲目的。
6. Net sales per employee 人均净销售额 Net sales 净销售额 total no. of employees 员工总数
7. Employee cost vs OPEX 员工费用/营运费用 OPEX run rate/total turnover 营运费用/总营业额 Employee cost/OPEX run rate 员工费用/营运费用
8. How to build HR management into business process?如何把HRM建立到业务流程？ HR reward system HR奖励机制Company financial objectives 公司财务目标Human capital index 人力资本指数Customer satisfaction 客户满意度
9. Key elements of HR operation人力资源运作的关键要素组织设置 Organizational design\M&A 人员配置、人才招聘 resource planning & staffing薪酬体系 C&B设定目标/指标量化 Setting objectives & measurement培训和能力发展 Training & competence development绩效评估和反馈 Performance evaluation &feedback
10. Motivation characteristics of Successful Companies 成功企业激励机制的特点 support company strategy and development 配合公司战略和发展 fully align with company goals 不偏离公司目标 each motivation action has its specific objective 任何一个激励机制都有它特定的目的 flexibility, fit into individual’s desires 因人而异
11. MOTIVATION激励机制企业运作环境 Business environment (industry, globalization, market competitiveness) 企业文化 Company culture 品牌 brand员工的价值 Value of staff 工作，机会，工资，奖金，奖励，股票，国外工作机会，教育，培训，管理风格，工作环境，组织结构，工作效率
12. Compensation & Benefit薪酬体系
13. 仁者见仁，智者见智的薪酬体系人力资源管理的灵魂直接影响公司财务运作人力资源管理中技术/技巧难度最大的部分管理的平台最直白的竞争既灵活又抽象，为我所用
14. C&B Program Management Cycle 薪酬体系管理流程Organization’s Strategy 组织战略Human Resources Strategy 人力资源战略C & B Strategy 薪酬战略Program Evaluation 体系评估Administration & Implementation 操作执行Program Design 体系设计Communication & Training 沟通与培训
15. Factors to be considered in C&B Strategy 薪酬战略的考虑因素Customer Value 客户价值 Price 价格 Quality 质量 Service 服务Organization Value 组织价值 Financial Result 财务结果 Org. Performance 组织结果Employee Value 员工价值 C&B 薪酬 Other returns 其他回报C&B Strategy 薪酬战略
16. C&B Objectives 薪酬目标Attract 吸引 Retain 保留 Motivate 激励Employees 员工Company 公司Achieve Objectives 达到公司目标
17. Key Elements of C&B 薪酬福利的关键要素IPE (International Position Evaluation) System 国际职位评估系统 C&B Package 薪酬内容 Performance Management 绩效管理
18. IPE - International Position Evaluation IPE - 国际职位评估系统 - A Human Resource tool which measures the impact and contribution of each position 一种人力资源的工具，用来衡量每个职位的影响和贡献Salary survey to benchmark competitiveness 用于工资调查以衡量竞争力 Establish salary level and structure 用于建立工资水平及结构 Facilitate recruitment 用于招聘 Facilitate career planning 用于职业发展的计划 Promotion and job rotation 用于升职和工作变动时的职位评估 Organization development 用于组织发展时的职位评估
19. The Four IPE Factors IPE 的四个要素 Factor 1: Impact 影响力 Factor 2: Communication 沟通 Factor 3: Innovation 创新精神 Factor 4: Knowledge 知识技能
20. Factor 1: Impact 影响力Contribution 贡献Impact影响力Organization 组织大小Size of organization 组织大小 Influence on it’s area of responsibility / operation 对于职责范围内的影响
21. Factor 2: Communication 沟通Position’s responsibility for communications both within and outside the organization 职位要求的对内部及外部的沟通Frame 架构(内部或外部)Communications 沟通
22. Factor 3: Innovation 创新精神 Identify, develop and make improvement to new ideas, techniques, procedures, services, or products 发现、发展、改进新的想法、技术、程序、服务或产品 Complexity 复杂性Innovation 创新
23. Factor 4: Knowledge 知识技能Teams 团队Breadth宽度Knowledge 知识技能 Knowledge required in job to accomplish objective and create value 完成工作并增加价值所需的知识技能
24. Steps to set IPE System 设定IPE的步骤Step 1Establish working committee 建立工作组Management team review and approve 管理层审核并批准Step 6Calculate IPE score and second interview line manager 算出IPE分数并与经理第二轮面谈Step 5First interview line manager 与经理第一轮面谈Step 4Review job description and design checklist questions 回顾工作描述并设计相关问卷 Step 3Understand IPE system and define role of each party 了解IPE系统并规定每一方的职责Step 2
25. C&B Package 薪酬内容 competitive in the market to attract, retain and motivate 保持市场竞争力从而吸引、保留、激励员工Compensation薪酬 Fixed Salary 固定工资Variable Pay 浮动工资 Short Term incentive 短期激励奖金 Sales Incentive 销售奖金 Performance bonus 绩效奖金 Benefits 福利Social Insurance 社会保险 Housing Fund 住房公积金 Supl. Housing Fund 补充住房基金 Sports allowance 运动补贴 Leave & holiday 休假 Life&Medical Insurance人寿和医疗保险 Overseas Travel Insurance 境外旅行保险 Transportation 交通 Meal allowance 饭补 Others - welfare, rewarding 其他...Base Salary 基本工资 13 Months Salary 年底双薪 Overtime Payment加班工资 Travel Allowance 出差补贴Stock Option 股票期权
26. C&B Package Designing Principles 薪酬设计原则Externally competitive 外部竞争力 Internally equitable 内部公平性 Cost Affordable & Appropriate 成本承受力及合理性 Understandable 员工及公司的认同性 Efficient to administer 便于操作
27. Externally Competitive 外部竞争力Select competitors. 选定竞争对手 Select the appropriate type of survey 选择适当的市场调查 Determine current market position 了解目前在市场上的位置 Set target on Market positioning 设定市场定位目标 (e.g. 25P, 50P, 75P or 90P) Adjust C&B policies accordingly 相关薪酬政策调整
28. Who are our reference? 我们和谁比较？XX的薪酬参照物？
29. Overall Variance 总述 2002 April fixed salary is 3% and 2% higher than 2001 April and 2001 October respectively. 2002年4月市场工资比2001年4月和10月分别增长了3%和2%。At IPE 60 Level 2002 April is 15% higher than 2001 April and 5% more than 2001 October. IPE60的员工，2002年4月市场工资比2001年4月和10月分别增长了15%和5%。 Example1：Market Survey Data Analysis 举例1：市场调查数据分析 - Market Movement市场移动
30. 0500001000001500002000002500003000004243444546474849505152535455565758596090P75P50P25PIPEAnnual Total Cash- One Company’s position in the market 公司在市场上的位置 Example2：Market Survey Data Analysis 举例2：市场调查数据分析
31. Internally Equitable 内部公平性Base Pay - Systematic Salary Structure 基本工资 -- 系统的工资结构 Variable Pay - based on Co.’s achievement. 浮动奖金 -- 与公司业绩挂钩 Benefits - secure program for every employee 福利计划 - 为每位员工提供保障 Stock Options - to retain & motivate key contributors 股票期权 -- 保留和激励关键员工 Performance Management - Standard measurements 绩效管理 -- 统一的衡量标准Internal equity is reflected in the following areas : 内部公平性反映在以下方面：
32. Cost Affordable & Appropriate 成本承受力及合理性- Financial Analysis 费用的管理C&B Cost Forecast - decides if it’s affordable 薪酬费用预算 -- 决定公司是否有能力支付 OPEX Forecast - decides if it’s appropriate and acceptable by Management 营运成本与净销售额的比值(OPEX)的预算 -- 决定薪酬是否合理，并能为管理层所接受
33. Understandable 员工及公司的认同性Win-Win Principle 双赢原则 Employees create value for Company 员工为公司创造价值 Company provides employees competitive compensation and helps employees to achieve individual objectives. 公司为员工提供有竞争性的薪酬并帮助员工实现个人目标。 Efficient Communication 有效的沟通
34. Efficient to administer 便于操作Negative Example : 负面例子：
35. Base Salary Setting 基本工资设定Salary Structure Setting 工资结构的设定 Salary revision 调薪实例1：
36. Salary Structure Setting 工资结构的设定a b c = Mid-Point Progression 中值变化 a1 - a2 = Range Spread 幅度范围 s1 - s2 = Range Overlap 范围重叠 050001000015000200002500030000350004000045000IPE Gradesa1a2abcdeSalary Policy Line 工资线cs1s2
37. Salary Policy Line 工资线market data & current salaries are reference; 以市场数据和现行工资为参考 Use regressed trend line; 用回归曲线 Consistent with the C&B strategy of the organization 与公司薪酬战略保持一致
38. Midpoint-to-midpoint Differential 中值之间的差别5-10% between grades for Adm. staff; (IPE43-49) 行政人员-每个级别差约5-10%； 8-15% between grades for professional and management (IPE50 - 57)专业技术或管理人员-每个级别差约8-15%； 30-35% between grades for executive levels (IPE58+) 高级管理人员-每个级别差约30-35%；
39. Range Spread幅度范围Narrow range (30-50%) for adm. staff; 窄幅(30-50%)适用于行政人员； Wider range (40-60%) for professional staff; 稍宽幅度适用于专业技术人员； Widest range (60%-300%) for managerial & executive staff. 最宽幅度适用于管理人员
40. Range Overlap 范围重叠A function of midpoint differentials and range spreads; 由中值差别与幅度范围决定 Overlap of five grades is common. 五个级别内的重叠为正常 Broad banding may produce substantial overlap. “宽级”会造成很大的范围重叠。
41. Factors Influence Salary Revision 影响个人工资调整的因素Performance Rating 表现评估得分 Individual Pay Position to Salary Structure 相比工资结构，个人的工资水平 salary exceeding the maximum: lump sum 工资超过最高值，付一笔金额，无工资增长 salary beneath the minimum: special adjust 工资低于最低值，特殊调整 Competence and Market Value 能力与市场价值 Cost of Living 物价水平
42. Incentive Setting 奖金设定Incentive vs Guaranteed Pay 奖金与固定薪酬的比重 Incentive objectives setting 奖金目标的设定实例2：
43. Incentive vs Guaranteed Pay奖金与固定薪酬的比重- Market Movement (example) 市场移动(举例)100%100%100%100%100%100%10%10%15%23%30%28%0%20%40%60%80%100%120%140%Sales Mgr.Sales Prof.Sales general staffMgr.&Prof.General staffAdmin/Sec.Guaranteed CashVariable Payment
44. Incentive Objectives Setting 奖金目标的设定 -Sales Incentive销售奖金Turn Over(order booking, net sales) 营业额(定单，净销售额) Market Share市场份额 Cash Flow现金流 Product Mix产品组合1999Turn Over(order booking, net sales)营业额(定单，净销售额) Market Share市场份额 Cash Flow现金流 Product Mix产品组合2000
45. 2001MU China Net Sales (compulsory) 中国市场净销售额(必须) MU China Cash Flow (compulsory)中国市场现金流(必须) Customer Satisfaction客户满意度 ... (half-year evaluation & payment) (半年评估一次)2002Max. 4 Objectives: 最多4个目标 Orders Booked (compulsory)定单量(必须) Net Sales (compulsory) 净销售额(必须) Market Contribution (for managers) 市场损益(针对经理) Product Mix (strategic products & services)产品组合 Customer Satisfaction客户满意度 Account Receivable 应收帐款Incentive Objectives Setting 奖金目标的设定 -Sales Incentive销售奖金
46. Based on 5 business perspectives of financial, customer, employee, innovation, internal efficiency, Y2K 基于财务、客户、员工、创新、效率等5个方面，以及Y2K。 25% of financial objectives, 75% of KPIs with financial & non-financial 须至少有25%为财务指标 No restrictions on number of objectives 对目标的设定无数量限制。1999Maximum 4 objectives 最多4个目标 At least 1 objective is financial至少一个是财务目标 1 objective from the unit in which the employee works 有一个员工所在部门的目标 1 objective from the unit of line manager works 有一个员工经理所在部门的目标 Each organization decide objective weight 各组织自己决定各项目标的权重 “Grandfather” principle reinforces objective alignment 两层经理批准以确保目标的一致性2000Incentive Objectives Setting 奖金目标的设定 -STI & Performance Bonus短期激励奖金和绩效奖金
47. Maximum 4 objectives 最多4个目标 Overall objectives of Net Sales/Orders Booked, Market Contribution, Quality/TQM is cascaded down; 整体目标如净销售额、定单量、市场损益、质量等由上自下设定 One of manager’s objectives should be shared by subordinates 下属须有一个目标与经理分担。20012002Maximum 5 objectives最多5个目标 MU China Net Sales (compulsory)中国市场净销售额(必须) MU China Cash Flow (compulsory)中国市场现金流(必须) Others其他 (half-year evaluation & payment) (半年评估一次)Incentive Objectives Setting 奖金目标的设定 -STI & Performance Bonus短期激励奖金和绩效奖金
48. C&B Program Evaluation 薪酬体系评估 Impact on organization’s performance (Customers Satisfaction, Profit, external image, etc.) 对公司业绩的影响 (客户满意度，赢利，外部形象，等) Costs 费用 Employee turnover rate 员工离职率 Human Resources Effectiveness 人力资本指数
49. Performance Management 绩效管理PD Discussion (Q1) 个人发展谈话 Review job description 回顾工作描述 Set Objectives Measurements 设定目标及衡量标准 Competence Profile 技能要求 Individual development plan 个人发展计划Development Actions 发展行动 (Q1-Q4) Training 培训 Coaching 教练 Counseling 咨询 Review 审核Performance Appraisal (Q4) 绩效评估 Evaluate Objective achievements Assess personal performance factors 评估目标达到情况，其结果将： Input for next year’s PD Discussion 作为次年个人发展谈话参考 A base for salary revision 作为调薪的基础 A base for career advancement 作为事业发展的基础
50. PD Discussion 个人发展谈话
51. When To Have PD Discussion? 何时进行个人发展谈话？First quarter of the year 每年的第一季度 6 months after new employee on board(Objective can be set once employee on board) 新员工入职后的6个月(目标设定可于员工入职后即完成) Employee status change 员工情况变化时 Promotion升职 Demotion 降职 Transfer 工作调转 ...
52. Step 1 Review Job Description 回顾工作描述Step 2 Set Objective/Goals - SMART 设定SMART目标Step 3 Set Standards and Measurement设定衡量标准Step 4 Discuss Competence Profile 讨论技能要求Step 5 Individual Development Plan 设定个人发展计划PD Discussion Steps 个人发展谈话步骤
53. Setting Objectives,Standards and Measurements目标及衡量标准设定Priority Objectives/ Standards/ Rating Weight Responsibilities Measurement (1-5) 30%. 20%. 15%.Deliver project XXX according Delivered by 15th of Apr 02 to time plan and project spec. Increase Customer.Sat after delivering by over 3,8. Individual OPEX decreased by By 31st of Dec 02 Kr 25.000,-/year. Documented in the financial system, cost center XXX Implement Performance Measured by Dialog, Dec 01: Management within XXX. All employees have set goals. All employees have PD-disc. Increased Empowerment index by over 30%Examples 举例:
54. Technical/Professional CompetenceHuman CompetenceBusiness Competence Individual CapacitiesCompetencies relevant to interaction with people. Managing People Negotiating Skill ...Competencies specific for a certain function, role or task. 3G Competence 2.5 G Competence ... Competencies related to the understanding of the business. Understanding of Telecom Market ... The Ericsson Competence Model 爱立信技能模式Examples 举例:
55. Competence Profile 综合技能评定表
56. Individual Development Plan 个人发展计划Actions and Courses Planned Time Complete Time 行动/课程计划时间完成时间 Attend the LCC course June 2001 May 2002 Participate in the global project of … Feb 2001 Oct. 2001 Implement the PM program in … department May 2001 Dec. 2001 Rotate to … position to get further understanding of business operation Jan 2002 May 2002Examples 举例:
57. Development Actions 发展行动
58. Training 培训 Coaching and Feedback 教练、反馈 Counseling咨询 Review 审核Development Actions 发展行动
59. Coaching & Feedback 教练、反馈Good Communication Skill 良好的沟通技巧Coaching教练 Coaching is the following up of feedback, incl. Solving the problem and action plan. 教练是对反馈的跟进，包括解决问题及行动计划等。Feedback反馈 Effective feedback describes the behaviors under specific situation 有效的反馈是对于员工具体情境下行为的反馈
60. Feedback: The IDEAL State 给予反馈的理想状态 F = Frequent 时常 A = Accurate 准确 S = Specific明确具体 T = Timely 及时
61. Preferred approach… “Your presentation this morning went well. You conveyed very clearly the supporting rationale. In fact, the team agreed with your recommendation and we’ll be moving ahead. One suggestion I’d make for future presentations is spending less time on the alternatives considered. That way the audience remains clear on what’s being proposed.” One approach… “That was a great job on the presentation you did last month. I got a few comments about how it could have been shorter, but overall you did fine. Keep up the good work!”Some examples例子. . .
62. Performance Appraisal 绩效评估
63. What to be appraised? 评估什么Results & achievements 工作结果评估 Objectives 目标 Responsibilities/key results areas 职责 Performance factors 表现因素评估 Attitude in performing 工作态度 Competence 能力
64. Rating and Weighting 分值与权重 The overall rating of Performance Appraisal should derive from both rating of objectives/responsibilities and performance factors. 表现评估的最终结果来自目标/职责及表现因素的评估。 Weighting 权重： Objectives/Responsibilities = 60% 目标/职责占60% Performance factors = 40% 表现因素占40%Performance appraisal 绩效评估
65. . Initiative 主动性 . Problem solving 解决问题能力 . Customer oriented 客户导向 . Team work 团队精神 . Communication沟通技巧Performance Factors 表现因素Examples 例如：
66. Five Levels of Performance 绩效的五个等级Termination 解雇Training 培训Promotion 升职12345UNACCEPTABLE 不合格NEEDS IMPROVEMENT 需改进MEETS REQUIREMENTS 达到要求EXCEEDS REQUIREMENTS 超过要求OUTSTANDING 表现突出 Performance well below expectations 表现大大低于期望 Immediate disciplinary action required 应立即处罚 requires improvement in some areas 在某些领域需要改进 Is he/she new in the job? 是否为新员工？ Meets all objectives 达到所有目标 Minor shortfalls极少不足 Meet all objectives达到所有目标 Exceeds some objectives 超过一些目标要求 Exceed all objectives 超过各项目标 obvious at all area 在合方面都表现突出
67. Normal Distribution of 5 Performance Ratings 五个绩效等级的正态分布Unacceptable 不合格Acceptable 需改进Good 达到目标Excellent 超过要求Outstanding 表现突出0%5%10%70%10%5%
68. Performance Appraisal Form 表现评估表Priority Objectives/ Standards/ Rating Weight Responsibilities Measurement 30%. 20%. 15%.Deliver project XXX according Delivered by 15th of Apr 02 to time plan and project spec. Increase Customer.Sat after delivering by over 3,8. Excellent Individual OPEX decreased by By 31st of Dec 02 Kr 25.000,-/year. Documented in the financial system, cost center XXX Outstanding Implement Performance Measured by Dialog, Dec 01: Management within XXX. All employees have set goals. Excellent All employees have PD-disc. Increased Empowerment index by over 30%Examples 举例:
69. Thank You 谢谢大家！

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