阿(a)里的薪(xin)酬設計之(zhi)道(dao)，四(si)大(da)法寶，多維度激勵員(yuan)工，好的薪(xin)酬設計可以讓員(yuan)工和企業(ye)雙雙獲利，接(jie)下來和大(da)家(jia)分享(xiang)的重點是阿(a)里的薪(xin)酬設計要點。
首先(xian)要(yao)明確(que)的(de)(de)(de)一點(dian)是(shi)，阿(a)里(li)的(de)(de)(de)薪(xin)(xin)酬(chou)制度是(shi)基于職務(wu)說明書和績效考評體系建立起來的(de)(de)(de)，包括固定(ding)(ding)(ding)(ding)薪(xin)(xin)酬(chou)加業(ye)績、薪(xin)(xin)酬(chou)加福利(li)等(deng)形(xing)式(shi)。固定(ding)(ding)(ding)(ding)薪(xin)(xin)酬(chou)的(de)(de)(de)設(she)(she)計主要(yao)追求公(gong)平性，對(dui)內要(yao)體現職位的(de)(de)(de)價值貢(gong)獻，對(dui)外要(yao)具備市(shi)場(chang)競爭力。假設(she)(she)市(shi)場(chang)上Java工(gong)(gong)(gong)(gong)程(cheng)師的(de)(de)(de)月平均(jun)薪(xin)(xin)酬(chou)為12000，你所(suo)屬公(gong)司只給(gei)8000，這就無法保證外部公(gong)平。至于員工(gong)(gong)(gong)(gong)的(de)(de)(de)薪(xin)(xin)酬(chou)提(ti)升板(ban)塊，則需要(yao)和績效相關。阿(a)里(li)的(de)(de)(de)薪(xin)(xin)酬(chou)體系中(zhong)，四(si)大(da)法寶分別是(shi)定(ding)(ding)(ding)(ding)薪(xin)(xin)薪(xin)(xin)酬(chou)、年(nian)終獎金、股權、期(qi)權，后(hou)三項，其(qi)實是(shi)和員工(gong)(gong)(gong)(gong)的(de)(de)(de)績效掛(gua)鉤(gou)的(de)(de)(de)。而大(da)家所(suo)熟(shu)知(zhi)的(de)(de)(de)一崗(gang)十薪(xin)(xin)定(ding)(ding)(ding)(ding)級設(she)(she)定(ding)(ding)(ding)(ding)，就是(shi)為了重點(dian)激(ji)勵(li)優秀員工(gong)(gong)(gong)(gong)在(zai)職等(deng)不便的(de)(de)(de)情況(kuang)下，為優秀員工(gong)(gong)(gong)(gong)提(ti)供工(gong)(gong)(gong)(gong)資(zi)上升通道。
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