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By William Xu

薪酬基础 3 市场薪酬调研

2019.10.12

企业是逐利的,要实现利润 最大化,人力成本占比越低 越好(请注意是占比,不是 绝对值);但是薪资如果过 低(这里指在市场上不具备 竞争力),则会导致员工流 失,招聘困难。

填补一个职位的成本约为年薪 1-1.5 倍

重新填补空缺的成本同样非常高。它包括

重新填补空缺的成本同样非常高。它包括

先进行岗位评估,确保与外部同类型的岗位的可比性,然后就可以参与专业机构(如美世、翰威特等的市场薪酬调研。通过调研报告,可以

薪酬调研的常用术语

COMP 1: 年度基本工资 = 月基本工资 * 确定支付X月

COMP 2: 年度确定现金 = COMP 1 + 各种津贴

COMP 3: 年度总现金 = COMP 2 + 浮动奖金

COMP 4: 年度总现金 + LTI = COMP 3 + 长期激励

COMP 5: 年度总报酬 = COMP 4 + 福利和特权


这里的一些概念,我在“薪酬基础 1 - 薪酬的组成部分”中有详细介绍。有需要的请自行查阅。

分位值分位值(Percentile):假设有一系列薪酬的数据,10分位代表,该点位置比市场10%的薪酬高,25 分位代表,该点位置比市场25%的薪酬高。以此类推。

分位值(Percentile):假设有一系列薪酬的数据,10分位代表,该点位置比市场10%的薪酬高,25 分位代表,该点位置比市场25%的薪酬高。以此类推。

中位值(Median):该点位置比市场50%的薪酬高。这个值通常被视为市场的基准参考线。

平均值(Mean):将所有市场薪酬进行算术平均。由于市场采样数据之间的间距并不相等,所以要看 数据的疏密分布状况,有可能高于中位值,也可能低于中位值。

薪酬均衡指标(Compa-ratio):用实际薪酬除以公司薪酬定位(比如,中位值,75分位值等),获 得的百分比。表示实际薪酬和参考值的偏离度。

重新填补空缺的成本同样非常高。它包括

参与专业公司的薪酬调研,通常会拿到标准薪酬报告。即告诉你某一个行业,某一个职级的薪酬范围 。

例如,医药行业

薪酬的定位

了解了市场的付薪数据之后,企业往往要评估目前的薪酬定位是否合理。

通常根据企业处于不同的生命周期,所采取的薪酬定位是与之相匹配的。

如果我们公司不参加薪资调研怎么办

这个也是非常常见的情形。在这种情况下,仍可借鉴上述定制报告的对标选择: