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แนวปฏิบัติเรื่องค่าตอบแทน ขององค์กรเอกชนและรัฐวิสาหกิจ PowerPoint PPT Presentation


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โครงการประชุมสัมมนาเพื่อถ่ายทอดองค์ความรู้ ทักษะ และกระบวนทัศน์ใหม่ด้านระบบค่าตอบแทน. แนวปฏิบัติเรื่องค่าตอบแทน ขององค์กรเอกชนและรัฐวิสาหกิจ. สถาบันที่ปรึกษาเพื่อพัฒนาประสิทธิภาพในราชการ. สุวิช นุกูลสุขศิริ บริษัท การจัดการธุรกิจ จำกัด [email protected] 089-104-2306. ดึงดูด รักษา.

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แนวปฏิบัติเรื่องค่าตอบแทน ขององค์กรเอกชนและรัฐวิสาหกิจ

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[email protected]

089-104-2306


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Total Rewards

  • Compensation

  • Base Salary

  • Cash Allowance

  • Incentive

  • PERK

  • Pay Increase

  • Career Growth

  • Performance Management

  • Learning & Development

  • Career Development

  • Challenging Job

Communal Individual

Work Environment

-Leadership / Supervision

-Atmosphere / Culture

-Recognition

-Interesting Work

-Quality of Work-Life Balance

  • Welfare & Benefits

  • Core Benefits

  • Flexible Benefits

  • Hi-tech.Working Tools

  • Other Benefits

Total Remuneration

Emotional Rewards


Total remuneration mix

Total Remuneration Mix

  • Fixed Bonus

  • Variable Bonus

  • Cost of Living Allowance

  • Attendance Premium

  • Position Allowance

I. Compensation

Salary / Wage

2. Cash Supplement

1. Basic Salary

  • Leave

  • Medical Benefits

  • Loan

  • Retirement Benefits

  • Survival / Death Benefits

  • Other Benefits

II. Welfare & Benefits

3. Hardship Allowance

  • Up-Country Allowance

  • Housing Allowance

  • Shift Premium


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INTERNAL EQUITY

EXTERNAL COMPETITIVENESS

MOTIVATION


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BMC


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Job Grade Structure & Career Path

JG Administration Operation Professional Technical Management

13

12

11

10

9

8

7

6

5

4

3

Practical Knowledge-based

3

2

6

1

6

5

5

4

4

3

Managerial-based

3

2

4

2

1

3

3

1

2

2

Theory and conceptual-based

1

1


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Technical / Professional Track

Managerial track

13

12

11

10

9

8

7

6

5

4

3

2

1

Technical Specialist

Professional Specialist

Dept. Mgr.

Sr. Technical Staff

Sr.Professional Staff

Supervisor

Technical Staff

Professional Staff

Leader/Foreman

Operator / Technician /

Office Support Staff

Driver / Messenger

Worker


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Knowledge & Skill Required

1

Performance

1

Job

3

People

2

3

3

2

Responsibility

Job End Result

Potential

Competencies

Match ?


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Percentage

0

I

II

IIIA

IIIB

IIIC

IV

V

Performance Rating

Performance Distribution Model

A B C D E


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C 10% = 1,500

C 10% = 1,000

C 10% = 1,400

MAX 18,000

By Salary Range

By Individual Salary

X 15,000

MP 14,000

X 10,000

MIN 10,000


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MP

20,000

MP

10,000

C 10% 2,000

C 10% 1,000

A-1


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1.

2.

3.


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A

B

C

D

E

15 % 25 % 50 % ---- 10 % ----

%

7-10 5-7 3-5 ---- 0-3 ------

5 %


Midpoint

A-1

(Midpoint)


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  • Performance :

    ()

  • Years in Position :

    ()

  • Competency :

    ( Competency Profiles)

  • Management Judgment :

    ( )


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*

*

*

*

*

+ __ %

Mid Point


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Rewards

System

Tools

Work Process


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186

210

39

39

59

46

112

100

Company Market


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Performance-linked Rewards

Base Salary Increase

Annual Incentive / Special Bonus

Long-term Incentive / ESOP

Profit Sharing

Group Incentive

Recognition Awards

etc.


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Q & A


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Position Title Structure


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Position Title Structure


3 key hrm systems

Corporate Strategies

/ KPIs

Organization /

Functional Structure

Measurement / KPIs

Job Description

Competency Model

Competency

Assessment

Performance

Evaluation

Job Evaluation /

Classification

Compensation

Management System

Performance

Management System

Human Resource

Development System

3 Key HRM Systems

Mission/

Vision / Values

How

What


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1.

2.

3.

:


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