在引进 compa-ratio 后,可以根据员工在部门或者企业中已有的相对位置,结合绩
效水平进行薪资调整和奖金分配,有利于员工发现自己的薪资相对水平和上涨幅度,将
薪酬决定推进到个人,能更好的激发工作积极性。
4.评估企业酬薪的外部竞争力:企业的 compa-ratio 可以用来评估企业酬薪体系的
竞争力。上述 compa-ratio 计算结果如果等于 1.0,则说明企业的薪资体系是匹配型的,
即企业薪资上涨幅度和通货膨胀水平相当。如果超过 1.0,则说明该企业在薪资竞争力
上是领先型的,而小于 1.0,则是落后型的。另外,也可以用 compa-ratio 来考察企业
的酬薪体系是否达到了人力资源管理的既定目标,从而判断企业的薪资竞争力,也可以
从企业的某个岗位进行 compa-ratio
,得到岗位的市场竞争指标。
参考文献:
[1]文跃然.酬薪管理原理[M].上海:复旦大学出版社,2004 年 8
月
[2]乔治·米尔科维奇杰里·纽曼:薪酬管理[M].北京:中国人民大学出版社,2002
Compa-ratio
From Wikipedia, the free encyclopedia
The formula commonly used by compensation professionals to
assess the competitiveness of an employee’s pay level involves
calculating a ‘“compa-ratio’”. Compa-ratio is the short form for
Comparative ratio.[1]
Calculation
Compa-ratio is calculated as the employee’s current salary
divided by the current market rate as defined by the company’s
competitive pay policy. Compa-Ratios are position specific. Each
position has a salary range that includes a minimum, a midpoint, and
a maximum. These three values represent industry averages for the
position. A Compa-Ratio of 1.00 or 100% means that the employee is
paid exactly what the industry average pays and is at the midpoint
for the salary range, A ratio of 0.75 means that the employee is paid
25% below the industry average and is at the risk of seeking
employment with competitors at a higher pay that is perceived
equitable. A ratio of 1.15 compa-ratio would mean the employee is
paid above the industry average.[2]
Types of Compa-ratios
Individual compa-ratio
The individual compa-ratio, which describes the individual's
position in the pay range against the pay policy reference point for
the range and can be used to reposition an individual's pay in the
range if it is too high or low.[3]
Group Compa-ratio
The group compa-ratio, which quantifies the relationship between
practice and policy for the whole organization or a defined population
group (function, department, occupation or job family). It is a