Compensation An Overview.pptVIP免费

McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-1McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-2Compensation:AnCompensation:AnOverviewOverviewCompensation:AnCompensation:AnOverviewOverviewchapterchapter10McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-3CompensationCompensationDealswitheverytypeofrewardindividualsreceiveinexchangeforperformingorganizationaltasksMajorcostofdoingbusinessChiefreasonwhymostindividualsseekemploymentAnexchangerelationshipMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-4FinancialCompensationFinancialCompensationDirectFinancialCompensationConsistsofthepayanemployeereceivesintheformof:wagessalariesbonusescommissionsIndirectFinancialCompensationConsistsofallfinancialrewardsnotincludedindirectfinancialcompensation–i.e.,benefits:pensionsinsurancepaidtimeoffemployeeservicesMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-5ObjectiveofCompensationObjectiveofCompensationTocreateasystemofrewardsthatisequitabletotheemployerandemployeealikeThedesiredoutcomeisanemployeewhois:AttractedtotheworkMotivatedtodoagoodjobfortheemployerMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-6ACompensationsystemshouldbe:(*focusofthischapter)Adequate*Equitable*BalancedCost-effectiveSecureIncentive-providing*AcceptabletotheemployeeMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-7LaborMarketEconomyGovernmentUnionsExternalInfluencesonCompensationExternalInfluencesonCompensationMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-8CompensationandanInternationalLaborCompensationandanInternationalLaborForceForceIssuesthataffectthecompensationstrategiesoforganizationscompetinginaglobalmarket:GlobalwagedifferentialsvergingontheextremeMovingAmericanemployeestoforeignlocationsEmployinglocal(foreign)managersandworkersMovingforeignworkerstotheUnitedStatesfortrainingorworkassignmentsMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-9GovernmentInfluences:WageControlsGovernmentInfluences:WageControlsandGuidelines:andGuidelines:(1of2)(1of2)WageStabilizationAct(1942)DefenseProductionAct(1950)EconomicStabilizationAct(1970)McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-10GovernmentInfluences:WageControlsGovernmentInfluences:WageControlsandGuidelines:andGuidelines:(2of2)(2of2)Wagefreezes–forbidwageincreasesWagecontrols–limitthesizeofwageincreasesWageguidelines–voluntarylimitsonwageincreasesMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-11GovernmentInfluences:WageandHourGovernmentInfluences:WageandHourRegulationsRegulationsFairLaborStandardsAct(FLSA)of1938minimumwageovertimeexemptworkersnonexemptworkerschildlaborrecordkeepingrequirementsEqualPayActof1963McGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-12EqualPayActof1963EqualPayActof1963EstablishedtheconceptofequalpayforequalworkProhibitswagedifferentialsbasedongenderbetweenmenandwomenperformingessentiallythesameworkinorganizationsskilleffortresponsibilityworkingconditionsMcGraw-Hill/Irwin©2004TheMcGraw-HillCompanies,Inc.Allrightsreserved.10-13ComparableWorthAttemptstoprovethatemployer...