Short-term planning ≤ 1 year

Medium-term planning 1-5 years

Long-term planning ≥ 5 years

overall plan

specific plan

Internal information of the company

Corporate external information

The demand for human resources for production and operation tasks

Employee turnover rate and vacancy size

The impact of improved production technology and organizational management methods on demand

The impact on demand of improving product or service quality or entering new markets

Constraints of financial resources on human resource requirements

Managerial Judgment Method

Delphi method

conversion ratio analysis

Univariate regression analysis

internal supply forecast

External supply forecast

personnel verification law

Management succession planning method

Markov model method

Reward, punish, promote, transfer, and train employees

Enable employees to complete tasks more proactively, proactively and standardizedly

Performance goals guide employees

On the one hand, it strengthens employees' awareness of competition and self-improvement, and on the other hand, it combines employee development goals with corporate development goals.

Work performance, work ability and work attitude

It is the refinement and decomposition of performance appraisal items.

Suitable for middle-level and lower-level managers of enterprises

Assessment of junior and intermediate professional and technical personnel and intelligent managers in enterprises

Text description of major and critical events and behaviors that directly affect job performance

Direct comparison, suitable for small number of people being assessed

rating scale method

behaviorally anchored assessment

Customer perspective

internal process perspective

Learning and growth perspective

financial perspective

The operational tactical goals generated by the enterprise's macro strategic goal decision-making through layer-by-layer decomposition

Management by Objectives in Performance Appraisal

Objective management method based on benchmarking and exceeding

That is, various benefits provided by enterprises

laws and regulations

price level

labor market conditions

Salary status of other companies

business strategy

The development stage of the enterprise

financial status of the business

Employee’s position

employee performance

Employee’s working life

The principle of fairness

competition principle

motivational principles

The principle of doing things within one’s capabilities

legal principle

Clarify current situation and needs

Determine compensation strategy

Conduct job analysis

Conduct job evaluation

Classify

Establish and improve supporting systems

Conduct market salary surveys

Determine salary structure and level

Implementation and revision of salary system

Select the position you want to investigate

Determine the scope of the investigation

Determine the items to investigate

Conduct actual investigation

Analysis of survey results

Classify positions into different levels based on job evaluation results

Determine salary ranges for each grade

Divide each salary grade into several different salary levels, each level corresponding to a numerical value

job grade method

job taxonomy

Point counting method

factor comparison method

knowledge based

skills-based

Piecework

working hours system

Performance pay

profit sharing plan

revenue sharing plan

employee stock ownership plan

Features

Direct Pay Features

type