全面薪酬管理的资料.ppt

2/13/2003Client NameBDM#Presentation Template (SEGAL Blue).pot “Quantifying Total Compensation” Elliot R. Susseles, Senior Vice President The Segal Company September 17, 2004 Why is Total Compensation Important? Lack of understanding of total compensation costs (among employers and employees) Need to communicate and educate employees on all the compensation that they receive (not just salary) Policy Questions Is your total compensation structure: Competitive with the market? Aligned with your strategic plan? Aligned with your employees’ values? Defining Total Compensation Financial Elements of Total Compensation Base pay Overtime costs Pay differentials Paid time off Financial Elements of Total Compensation Employees’ Perceptions and Values Does your total compensation structure support…? Employee Satisfaction Loyalty and Commitment Successful Recruitment Which elements of total compensation are most important to your employees? Priorities may change with age and family status Every employer has a unique workforce Employees’ Perceptions and Values Employees with a working spouse may view health insurance as less valuable than pay increases or other benefits Employees without children may see little value in child-related benefits (dependent coverage, 529 plans, orthodontia plan) Employees in single-income households may view job security as more important than pay or benefits Employees age 45 and above are usually more focused on retirement benefits compared to younger employees Employees’ Perceptions and Values For example, one employee survey conducted in a County Government in Colorado revealed that… 42% of employees have access to health insurance through their spouse 50% have children living at home (14% with kids under age 6) 49% are in single-income households (22% are single parents) 49% are age 45 or older The Market May Not Reflect What Your Employees Value Information Needed—Direct Financial Base pay rates for representative benchmark jobs Est