Manager Salaries (German)

In: Business and Management

Submitted By Obson
Words 1416
Pages 6
2. Wie setzt sich die Vergütung zusammen?
2.1 Einleitung
Die Gestaltung der Vergütung ist ein essenzielles Thema im Bereich Personalmanagement, speziell die unternehmensinternen Regelungen zur Zusammensetzung der Vergütung sind dabei fundamental. Der Handlungsspielraum des Personalmanagements in Bezug auf die Vergütung ändert sich in Abhängigkeit der hierarchischen Ebene des Mitarbeiters. Ein Mitarbeiter ohne Personalverantwortung wird üblicherweise nach gesetzlichen oder tariflichen Regelungen vergütet. Führungskräfte wiederrum werden größtenteils außertariflich bezahlt und sie erhalten Zusatzleistungen die einzelvertraglich oder auf Betriebsebene vereinbart werden.
2.2 Ausrichtung der Personalvergütung
Bevor die Personalabteilung eines Unternehmens diverse Gehaltvariablen definiert, sollte zunächst in Zusammenarbeit mit dem strategischen Management die Strategie und die daraus abgeleiteten Ziele ausgearbeitet werden. Daraus ergeben sich dann die langfristigen Ziele, die durch einen variablen Vergütungsanteil der Führungskräfte realisiert werden soll. Die Personalvergütung kann durch zwei Größen reguliert werden. Einen relativen Vergütungsanteil, welcher die Höhe des Entgelts im Vergleich zu anderen Betrieben widerspiegelt und den variablen Vergütungsteil. Der variable Vergütungsteil gibt Auskunft darüber, wie viel leistungsbezogene Elemente im Entgelt enthalten sind. Das Vergütungsniveau kann in drei Strategiealternativen unterteilt werden: * Benchmarkstrategie
Unternehmen mit dieser Strategie vergüten oberhalb der Benchmark und es ist der Personalabteilung dadurch möglich hoch qualifizierte Arbeitnehmer für das Unternehmen zu gewinnen

* Matchingstrategie
Vergütung entspricht dem durchschnittlichen Marktniveau

* Laggingstrategie
Diese Strategie verwenden Unternehmen die unter der marktüblichen Vergütung liegen. In der Regel sind diese Firmen…...

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