外企的薪酬与福利制定
外企的薪酬与福利制定
般的，在外企，都有非常明确的工资结构。公司会根据职位范围的大小、工作的复杂度等来确定工资的级别，工资的增长跟员工的业绩是紧密相连的。多数外企薪资的制订，是按照3P＋2M的原则，既实际业绩、岗位职责、个人能力，参照行业市场和人才市场而制订。
13个月的工资大部分外企，年底都是双薪，基本工资为13个月。
年终奖年终视工作表现发放年终奖，年终奖金的多少，主要根据公司的绩效和每位员工的业绩来考核。
多项奖项对工作突出的员工，许多外企还设置各式各样的奖项，作为员工激励的重要方面，如客户服务奖、创新精神奖等，这也是福利计划的一种，如联邦快递推出的“紫色承诺奖”，是授予提供出色客户支持、在提供客户服务时积极主动、为加强客户和社区关系表现出无私行为的员工。渣打银行则推出了员工年资奖和特殊贡献奖。
各种补贴对一些高层管理人员，许多外企还设立了额外的员工福利和保留计划，如车贴、房帖等各种补贴。
另外，生日蛋糕、过节费、疾病探视等各种“以人为本”的福利补贴，以关心员工的日常生活为主，也是外企惯用的吸引和留住人才的方法。
工资提升另外，员工工作一段时间后，大多数外企都会进行工资的调整。不过，提升的速度和额度，视员工的业绩而定。
如在GE，每个员工每年的工资增长都是与他的业绩分数紧密相连的，业绩分数越高，增长比例就越高，而且增长工资的周期就越短。在欧莱雅，有一个“全球利润共享计划”，公司将根据去年主要指标的完成情况及盈利状况，拿出一定比例的利润来提高员工福利。
为了吸引、激励和留住人才，除了富有竞争力的工资之外，完善的福利计划，也是外企重要的人力资源战略。如多数外企会提供补充养老保险、车贴、房贴，驻外工作津贴等优厚的待遇。有的外企，更是推出“家属参观日”等精神福利措施。比如，在汉高，公司会根据员工的具体表现提供各种福利，像员工住宅、膳食补助金、圣诞节奖金、信用磁卡等。
补充社会保险这是多数外企普遍采用的福利计划，除了基本的社会保险外，公司还会为员工购买商业保险。比如，商业的医疗保险等，以保证员工最大的社会福利。像欧莱雅，除了按照国家的规定缴纳社会保险外，还给员工及员工的子女购买额外的医疗保险。Foreign compensation and benefits to develop
Like, in foreign companies, have a very clear salary structure. The company will be based on the position range size, job complexity to determine the level of wages, wage increases with the performance of staff are closely linked. The majority of foreign enterprise salary is formulated, in accordance with the principle of both 3P2M, actual performance, job responsibilities, personal ability, industry market and talent market and the development of.
The salary of 13 months at the end of most foreign, are double, basic wages for 13 months.
Year-end bonus year-end optic performance issue year-end bonus, year-end bonus, based mainly on the performance of the company and each employee's performance appraisal.
Wage increase in addition, employees work after a period of time, most foreign companies will carry out salary adjustment. However, the pace of ascension and the line, as the staff 's performance and.
As in GE, each employee annual wage growth is closely connected with his performance scores, performance scores is higher, the growth proportion is higher, and the growth of wage cycle is shorter. In L'Oreal, there is a " global profit sharing plan ", will be based on the https://www.wendangku.net/doc/264302957.html,
last major targets and profit status, take out certain proportional profit to improve the welfare of the staff.
In order to attract, motivate and retain talent, in addition to a competitive salary, perfect welfare plan, but also foreign important human resources strategy. Like most foreign companies will provide supplementary endowment insurance, car, housing allowance, allowance and other preferential treatment to work. Some foreign enterprises, is https://www.wendangku.net/doc/264302957.html,/post/752.html the introduction of " families visiting the day" mental welfare measures. For example, in Henkel, companies will staff according to embodiments provide various benefits, like employee housing, meal subsidies, a Christmas bonus, credit cards and other.
Supplementary social insurance which is most commonly used in welfare programs, in addition to the basic social https://www.wendangku.net/doc/264302957.html, insurance, the company will staff for the purchase of commercial insurance. For example, the commercial medical insurance, to ensure that the https://www.wendangku.net/doc/264302957.html, employee's largest social welfare. Like L'Oreal, except in accordance with the provisions of the state to pay social insurance, to the staff and children of employees to purchase additional medical insurance.
Overseas training for excellent employees, abroad the headquarters of training or participation in https://www.wendangku.net/doc/264302957.html, important project, is also one of the important benefits to employees. Such as L'Oreal, according to staff development, design a comprehensive personalized training program.
Employee stock option which is foreign to the excellent staff launched a welfare plan. As in Standard Chartered, introduced the https://www.wendangku.net/doc/264302957.html, stock option plan; in the association, to reach a certain level of employee stock option, approximately 80% of Lenovo employee owned company option.
A number of awards for outstanding staff, many foreign companies are also provided every kind of award, as the staff encouragement important aspects, such as customer service, the spirit of https://www.wendangku.net/doc/264302957.html, innovation award, which is a welfare program, such as Federal Express launched the " Purple commitment Award " is awarded, providing excellent customer support, in providing customer service proactive, to enhance customer and community relations exhibit altruistic behaviors of employees. Standard Chartered Bank launched the employee awards and special contribution award.
All kinds of subsidies on some senior management personnel, many foreign companies are also set up extra staff welfare and retention plans, such as stickers, Fangtie and various subsidies.
In addition, the birthday cake, the festivities fee, disease visits various " people-oriented" welfare subsidies, to care about the staff's daily life, but also foreign companies used to attract and retain talents method.
于是，渴望一种懂得，可以一眼洞穿你所有清寂的薄凉。是恰好的温度，闪耀着阳光的味道，柔软又美好。
那么这一路上的爱恨欢愁也就有了归宿，以后的日子，既便是山长水远，也都会坦然面对，给尘世以最初的温柔。
好像是到了一个阶段，学会了等待，学会了随遇而安，学会了笑着去接受。不再心心念念，不再轻易信任。
只是在某个清晨，听见久远的一声问候，心，依然会瞬间柔软。
原来我们的内心深处，还是那么渴望一场白首不相离的缘分，千万次回眸
，始终还是你。
然后，一起守着古朴的时光，迎接每一天的黎明。弱水三千，只取一瓢饮，不褪色，不黯淡，任凭尘世的风摇曳着冬日的风雪，我始终是你最美的红颜，你是我最美的时光。
不说永远，陪伴便是最长情的告白。
龙应台曾写过一段文字：“有一种寂寞，身边添一个可谈的人，或许就可以削减。有一种寂寞，茫茫天地之间余舟一芥的无边无际无着落，人只能各自孤独面对，素颜修行。”不同的寂寞有着不同的归途，其实赏心之人无须太多，关键是否能入心。
始终喜欢，一切纯善质朴的好，不论是人还是事，一份情深义重，才是水色尘心的悠远。而一同走过的山山水水，都会是生命的记载。
如果可以，愿始终趋光而行，向着太阳升起的地方。无论飘摇还是安逸，都要坚守住内心那道光，我们可以不完美，但灵魂必须向美而生。
有时，灵犀的相悦会铭记一生，我不知道岁月有多长，人生还会有多少未知。
只是希望自己能做个心思澄明，有着简单的小欢喜，不过多的忧思，也不给自己添加太多束缚的人。阳光很暖，你也还在，如此，足够。
看多了花开花谢，聚散离合，便逐渐明白，我们最终想拥有的不过是一份寻常的烟火，简单而情重，朴素而感恩。
余生很长，从晨曦到日暮，就让我们一起慢慢走。