【HR术语】什么是工资级别？（What are salary bands?）
什么是工资级别？
薪带，又称薪酬范围或薪级表，是特定工作职位的薪酬范围。企业将其作为薪酬管理策略的一部分。
这些薪带定义了特定类别中职位的最低和最高薪酬水平，在定义的范围内为薪酬决策提供了灵活性--这样，招聘团队就可以选择薪带的穿透水平。
薪资范围通过透明度建立员工信任，也有助于吸引和留住优秀人才。
薪资范围有哪些示例？
以下是一些薪资范围的示例：
使用薪级的利弊
使用薪带可能是一把双刃剑。虽然它们有很多好处，但也会带来一些弊端：
如何创建薪带？
创建薪带涉及几个步骤：
工作评估： 评估组织内每个职位的职责和要求
市场调研： 通过薪资调查和行业报告收集市场数据，了解类似工作的平均薪资水平
确定薪酬范围： 根据职位评估和市场调研结果，制定与组织制定的薪酬管理目标相一致的薪酬范围
确定薪酬进展： 根据经验和绩效等因素，勾画出薪资范围内的薪资晋升空间
沟通和实施： 向员工明确传达新的薪带结构，并开始实施
薪资段和职位等级有什么区别？
薪带是适用于某一特定职位、多个职位或职位系列的广泛薪酬范围。它们为在规定范围内设定个人薪酬提供了灵活性。
而职位等级则是根据类似职位的价值和对组织的贡献进行分组。每个职位等级都有一个与之相关的特定薪资段，同一等级内的所有职位都有相同的薪资范围。
有哪些薪带最佳实践？
薪资范围并不是设定后就可以忘掉的。为了确保薪带保持有效，有一些最佳做法需要牢记：
定期审查： 定期审查和更新薪带，以保持在就业市场上的竞争力
数据第一：根据工作评估和市场调研的数据来决定薪资段，以保持准确和公平
灵活性： 在薪资段内留有一定的灵活性，以考虑到表现优异者，从而给予他们适当的奖励
沟通： 向所有团队成员明确传达薪酬等级，确保透明度
人力资源技术如何帮助维护薪级？
有效维护薪级可能会给你增加很多工作。但幸运的是，人力资源技术可以提供帮助。
您可以使用薪酬管理软件来轻松管理和跟踪薪级。人力资源技术还可以与薪资调查数据库整合，这样就可以确保薪资范围与最新信息保持一致，并保持竞争力。
这样，您就能继续吸引和留住优秀人才。
在薪酬方面，人力资源技术还可以帮助你关注公平性。某些工具可以生成关于薪资段分布和薪酬趋势的报告和分析，这样你就可以确保每个人都能获得公平的薪酬。
人力资源技术还能让确定奖励和晋升人选变得更容易。您可以将绩效管理系统与薪酬数据整合起来，将薪酬进步与员工绩效挂钩。
遵循上述最佳实践，并充分利用人力资源技术，可以帮助你维持公平的薪资段，并成为有竞争力的薪酬计划的一部分--促进公平并吸引最优秀的人才加入你的公司。
以下为文章原文：
What are salary bands?
Salary bands, also known as pay ranges or pay scales, are ranges of salaries for specific job positions. Organizations use them as part of their compensation management strategy.
These bands define the minimum and maximum compensation levels for jobs in a particular category, giving flexibility within a defined range for salary decisions—so that the hiring team can then choose the level of salary range penetration.
Salary bands build employee trust through transparency and can also help attract and keep talented people.
What are some examples of salary bands?
Here are some examples of what salary bands tend to look like:
Advantages and disadvantages of using salary bands
Using salary bands can be a double-edged sword. While they come with a whole host of benefits, they can also bring some disadvantages:
How can you create salary bands?
Creating salary bands involves several steps:
Job evaluation: Evaluate the responsibilities and requirements of each job position within the organization
Market research: Gather market data through salary surveys and industry reports to discover average pay rates for similar jobs
Establish salary ranges: Based on the job evaluation and market research, set salary ranges that align with the objectives of compensation management outlined by your organization
Define pay progression: Outline the pay progression within the salary bands based on factors such as experience and performance
Communicate and implement: Clearly communicate the new salary band structure to your people and start putting it in place
What’s the difference between salary bands and job grades?
Salary bands are broad ranges of compensation that apply to a particular job, multiple job positions, or job families. They offer flexibility for setting individual salaries within a defined range.
Job grades, on the other hand, group similar jobs based on their value and contribution to the organization. Each job grade has a specific salary band associated with it, and all positions within the same grade receive the same salary range.
What are some salary band best practices?
Salary bands aren’t just something that you can set and forget. To make sure they stay effective, there are a few best practices to keep in mind:
Regular reviews: Regularly review and update salary bands to stay competitive in the job market
Data first: Base salary band decisions on data from job evaluations and market research to keep them accurate and fair
Flexibility: Allow for some flexibility within the salary bands to account for exceptional performers, so you can reward them appropriately
Communication: Clearly communicate the salary bands to all team members, ensuring transparency
How can HR tech help maintain salary bands?
Effectively maintaining salary bands can add a lot of work to your plate. But luckily, HR technology can help.
You can use compensation management software to administer and track salary bands easily. HR tech can also integrate with salary survey databases, so you can make sure your salary bands are updated with the latest information and remain competitive.
That way, you’ll continue to attract and retain talented people.
HR tech can also help you keep an eye on equity when it comes to compensation. Certain tools can generate reports and analytics on salary band distribution and compensation trends, so you can make sure everyone gets their fair share.
HR tech can also make it easier to identify who to reward and promote. You can integrate performance management systems with compensation data to link pay progression to employee performance.
Following the best practices outlined above, along with making the most of HR tech, can help you maintain salary bands that are fair and part of a competitive compensation plan—promoting equity and attracting the best of the best to your company.
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