What is the CR value of compensation? What s the use? What is the commonly used calculation formula?

The CR value is: Comparative Rate. The role of CR value: to ensure the compensation system.

With the competitiveness of the industry, the formula is calculated as the average salary level of the industry. The calculation formula is: the average salary level of employees The average salary level of employees at the same level in the industry.

Compensation is the various forms of remuneration that an employee receives for providing services to the organization in which he or she works. Remuneration in the narrow sense refers to money and remuneration that can be converted into money. In addition to remuneration in the narrow sense, remuneration in the broad sense also includes various non-monetary forms of gratification.

Broadly speaking, compensation includes external rewards such as salary, bonuses, and time off, as well as internal rewards such as participation in decision-making and greater responsibility. External rewards refer to the employee's contribution to the employment relationship.

The various forms of rewards received from outside oneself are also called external compensation. External compensation includes both direct and indirect compensation. Direct compensation is the main component of an employee's compensation, which includes the employee's basic salary, i.e., the basic salary.

Such as weekly salary, monthly salary, annual salary, etc.; It also includes incentive compensation for employees, such as performance-based pay.

dividends and profit sharing, etc. Indirect compensation is benefits, which include various insurances, non-working day wages, additional perks, and other services provided by the company to employees, such as bachelor apartments, free working meals, etc.

Payroll administration purposes.

Ensure that the company's salary is competitive in the labor market and attract talents;

Give corresponding rewards for employees' contributions, and motivate employees to be retained;

Through the remuneration mechanism, the short-term, medium- and long-term economic interests are combined to promote the formation of a community of interests between the company and employees;

Reasonable control of labor costs to ensure the competitiveness of enterprise products.

Remuneration is divided into economic remuneration and non-economic remuneration, and economic remuneration is divided into direct economic remuneration and indirect economic remuneration.

Depending on the form of monetary payment, remuneration can be divided into two main parts:

Part of the wages are paid in the form of direct monetary remuneration, including basic salary, bonuses, performance pay, incentive pay, allowances, and overtime pay.

commissions, profit dividends, etc.;

Part of it is in the form of indirect monetary remuneration, indirectly through benefits (e.g. pensions, health insurance).

and services (paid leave.

etc.).

It is necessary to promote the concept of total compensation: cash income + non-cash income (more training opportunities, good corporate culture, cost of living.

Lower, work ..What is 3e: (externalequity, internalequity, indivadualequity .Also.

Managers must determine compensation based on performance, not time. .design-level amplitude; The formula is: (This level is the largest.)

Value-Minimum of this level) The minimum value of this level, that is, the (large-small) small within this level. .The CR value is different from department to department.

Target. .

The CR value of remuneration is: the comparative rate of compensation.

1. The purpose of CR value: to ensure that the salary system has the competitiveness of the industry, and to calculate the average salary level of the industry average salary water.

2. The calculation formula of the salary comparison rate is: the average salary level of employees and the average salary level of employees at the same level in the industry. When the comparison rate is greater than 1, it means that the average salary level of employees exceeds the average salary level of employees at the same level in the industry; When the comparison rate is less than 1, it means that the former is lower than the latter. When it is equal to 1, it means that the two are equal.

Extended information: 1. The CR value is a salary ratio that is correct, but:

1. It's never a fixed salary! It's the total compensation.

2. There may be many ways to apply CR.

To put it simply, CR is the ratio of actual salary to the median value, which is a relative indicator;

Second, the numerator can be the salary of individual employees, the average salary of the department, or the average salary of the enterprise; The denominator can be the midpoint value of the designed salary, the average salary of the enterprise, the average salary of the external like-for-like, and so on.

Third, the salary quartile is closely related to the strategic goals of the enterprise, if your company wants to be the leader (boss) of the industry, it must attract outstanding talents in the industry, retain and encourage those employees who agree with the company's values and contribute to the development of the company, so in general, it should be at least 75th percentile above the manager and 50th percentile below the manager, so as to make the salary competitive. In determining the principle of employee remuneration, it is necessary to maintain a reasonable degree, enterprises with high salary levels should pay attention to the salary level at 75% or even 90% points, enterprises with low salary levels should pay attention to the salary level at 25% points, and general enterprises should pay attention to the salary level at 50% of the middle point.

Fourth, the CR indicator is also called the intermediate willingness indicator, which has many similarities with the AR and BR indicators, but has its own unique research and judgment function, and is a medium and long-term technical analysis tool to analyze the power comparison between the long and short sides and grasp the opportunity to buy and sell. The principle of CR indicators CR indicators have many similarities with AR and BR indicators, such as calculation formulas and judgment rules, but the biggest difference between it and AR and BR indicators is that the starting point of the theory is different. The theoretical starting point of the CR indicator is:

The mid-price is the most representative. In order to avoid the shortcomings of AR and BR indicators, when selecting the calculated equilibrium price, the CR indicator uses the middle price of the previous calculation period. Theoretically, the energy of a price higher than the median price is "strong", and the energy of a price lower than the median price is "weak".

5. The CR index compares the middle price of the previous calculation period (such as N days) with the lowest price of the current cycle (such as the day) to calculate the "strength" of the stock price in a period of time, so as to have its unique function when analyzing the abnormal fluctuations of some stock prices. In addition, the CR indicator can not only measure the heat of sentiment and the potential of momentum, but also show the pressure and support bands of the stock price, which provides an important reference for analyzing the future trend of the stock price and judging the timing of buying and selling.

Faint. How to give such an answer to human resources consulting.

It's a little too much.

The CR value is the salary ratio is true, but:

1. It's never a fixed salary! It's the total compensation.

2. There may be many ways to apply CR.

To put it simply, CR is the ratio of actual salary to the median value, which is a relative indicator;

The numerator can be the salary of individual employees, the average salary of the department, or the average salary of the enterprise;

The denominator can be the midpoint value of the designed salary, the average salary of the enterprise, the average salary of the external like-for-like, and so on.

It mainly depends on what you want to do with the analysis.

Salary ratio: CR value = (sum of each person's fixed salary) (sum of the midpoint of each person's level).