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[中文版]
You perhaps have the
following questions when you are planning your company’s compensation
and budgeting:
How
has the market moved in the past year? What about next year?
How
accurate were my market movement assumptions last year?
How
competitive are my company’s pay policies and our actual practices?
Is
our pay distributed according to our values (e.g. performance, experience,
education, tenure)?
Are
my pay practices equitable across functions, divisions, locations,
pay levels?
Are
we paying unnecessary premiums or dangerous discounts?
How
large should the salary increase budget be?
How
should pay increases be allocated across performance levels and
compa-ratios?
Attend
Mercer’s 2 days Workshop on “Compensation Planning & Budgeting”
to find out the answers.
Course Overview
This intermediate-level, two-day course provides an in-depth discussion
of the principles, terms, analytical processes, tools, evaluation
and annual updating of an employee base pay program. Each content
module will be accompanied by exercises will give you a chance
to practice your new skills. You will be able to help your organization
manage its pay programs to assure they are fair, competitive,
and affordable while supporting your organization’s compensation
strategy.
Who Should Attend
This course is designed for emerging compensation professionals
with limited experience in using a comprehensive, consistent and
analytical process to update pay programs. You’ll benefit most
from this course if you have mastered the fundamentals of job
analysis, position clarification, market pricing and survey use.
You should also know basic mathematical concepts such as mean,
median, weighted average, compa-ratio, percentiles, and calculating
percents, as well as the concept of regression analysis.
What You Will Learn
Compensation Policy Development
Creating an
internal project
plan for updating
your company’s
base pay plans
Developing
the salary plan update schedule
Data requirements
and collection
Analyzing
the competitiveness of the company’s
pay structures
and pay practices.
Developing
your company's definition of internal equity
Calculating
pay dispersion and understanding its importance
Using scatter
grams and regression analysis to analyze
internal pay
relationships to identify problem areas
Midpoint budgeting
techniques
Calculating
individual and group compa-ratios
Budgeting
for recovery
Analyzing
compression
Costing terms/methods
Modelling
and calculating base pay costs
Developing
the base pay recommendation to management
Considerations
in the amount of the increase
Merit increase
guidelines
Timing of
increases
Communicating
pay actions
该课程可为客户度身定制内部培训课程
Days天数：2天
Price(RMB) per time per person价格（人民币）/人次：8,300
| 2005“薪酬计划与预算”研讨会时间表 |
May5月
19-20
Guangzhou广州 |
Jun.6月
16-17
Beijin北京 |
Jun.6月
23-24
Shanghai上海 |
Nov.11月
17-18
Suzhou苏州 |
Nov.11月
24-25
Beijing北京 |
Dec.12月
22-23
Guangzhou广州 |
| 报名 |
报名 |
报名 |
报名 |
报名 |
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Mercer Human Resource Consulting, one of the world’s leading
consulting organizations, helps employers create measurable business
results through their people, with more than 13,000 employees serving
clients from some 150 cities in 41 countries and territories worldwide.
Mercer Human Resource Consulting Limited
36F, Hong Kong New World Tower 300 Huaihai Zhong Road, Shanghai
200021 Tel +8621 6335 3358
Fax +8621 6361 6533
www.mercerHR.com.cn
For further enquiries, please contact Karen Xie
Email Karen.Xie@mercer.com.
Tel +8621 6335 3358 ext 128
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