- Compensation management is nothing new,

- 薪酬管理不是什麼新鮮事。

but it is when it comes to HRIS systems.

但當涉及到人力資源信息系統時，它就是這樣。

Compensation management is designed to help an organization

薪酬管理的目的是幫助一個組織

maximize the returns on available talent.

最大限度地提高現有人才的回報。

The ultimate goal is to reward the right people

最終目標是獎勵正確的人

to the greatest extent, for the most relevant reasons.

在最大程度上，由於最相關的原因。

This can include the creation

這可以包括創建

of proper wage and salary levels,

適當的工資和薪金水準。

managing raises and promotions,

管理加薪和晉升。

and incorporating bonuses and other compensation incentives.

並納入獎金和其他報酬獎勵。

You may also want to determine

你可能還想確定

if your overall compensation levels

如果你的整體補償水準

are staying in alignment with strategic initiatives.

正在與戰略舉措保持一致。

Compensation modules are offered

提供了補償模塊

by a limited number of HRIS programs.

由數量有限的人力資源信息系統程序提供。

While the payroll features

雖然工資單的功能

are there to make sure employees get paid,

是為了確保僱員得到報酬。

the compensation features are there

補償功能是存在的

to help decide and manage how much they should be paid.

以幫助決定和管理他們應該得到多少報酬。

And I remind you what employees want more than anything else

而我提醒你，員工最想要的是什麼？

is a fair day's pay.

是公平的一天的報酬。

An HRIS can allow a company to define compensation packages

一個人力資源信息系統可以讓公司定義補償方案

across all areas of an organization using just one system.

在一個組織的所有領域中，只需使用一個系統就可以了。

An HRIS can help tailor compensation packages

人力資源信息系統可以幫助定製薪酬方案

to company needs.

以滿足公司的需要。

For example, an HRIS allows you to align employee awards

例如，人力資源信息系統允許你調整員工的獎勵

with business objectives and results;

與業務目標和結果。

you can define packages, plans, and programs

你可以定義包、計劃和方案

using data from the HRIS and the marketplace;

使用來自人力資源信息系統和市場的數據。

specify compensation components such as base pay,

明確規定補償成分，如基本工資。

bonuses, allowances, and so on, to measure total pay;

獎金、津貼等等，以衡量總薪酬。

easily calculate unique merit, bonus,

容易計算出獨特的功績、獎金。

and stock requirements;

和庫存需求。

access analytics and reports

訪問分析和報告

when you need them to make better pay decisions;

當你需要它們來做出更好的薪酬決定時。

trigger changes to compensation

觸發賠償的變化

based on employee updates in the system;

基於系統中的僱員更新。

enhance the merit review process

加強功績審查程序

with adjustable plan targets;

具有可調整的計劃目標。

and tie into salary.com

並與salary.com結合

or other compensation information providers.

或其他賠償資訊提供者。

Once again, a handful of sophisticated HRIS programs

再一次，少數複雜的人力資源信息系統程序

offer pay equity analysis,

提供薪酬公平分析。

which is very important given Equal Pay Act requirements.

鑑於《平等報酬法》的要求，這一點非常重要。

These features can be great time savers,

這些功能可以大大節省時間。

especially in larger companies.

特別是在較大的公司。

As stated by the compensation administrator

正如賠償管理人所言

for Fairchild Semiconductor quote,

為飛兆半導體報價。

"It took four months to complete

"花了四個月的時間來完成

the entire merit and performance review cycle.

整個功績和業績審查週期。

In Workday, this process has been reduced to three weeks

在Workday中，這個過程已經減少到三週。

or a 70% overall reduction."

或總體減少70%"。

Compensation management is a strategic objective

薪酬管理是一個戰略目標

for most companies.

對於大多數公司來說。

Having compensation data at your fingertips

擁有唾手可得的賠償數據

is a huge advantage when executing this goal.

是執行這一目標時的一個巨大優勢。

(upbeat music)

(歡快的音樂)