【HR术语】什么是工资总额？（What are gross wages?）
什么是工资总额？
工资总额指的是从工资单中扣税前赚取的金额，是人们在接受一份工作时同意的月薪。在工资条上，工资总额位于页面底部，通常字体较大。
工资总额包括哪些内容？
工资总额包括员工的所有收入，其中包括：
工资或小时工资
佣金或奖金
加班费
小费
假期或病假工资
计件工资（按项目或单位计算）
例如，雇主支付 60,000 美元+两次年度奖金 3,000 美元。年工资总额为 66,000 美元。
如何计算工资总额？
对于小时工
小时工资 x 工资期内的工作小时数 = 每工资期的工资总额
如果有人加班，也应计算在内：
工资期内的加班小时数 x 加班小时工资 = 加班工资
确定受薪员工的工资总额：
年薪/每年发薪期数 = 每发薪期工资总额
工资总额和净工资有什么区别？
毛工资总是高于净工资。
换句话说，一个人接受的工薪金额要高于他带回家的金额。工资总额包括税前报酬，而工资净额是从工资单中扣除以下税项后的剩余金额
联邦、州或地方所得税
社会保险和医疗保险
工资扣款
医疗保险计划
退休基金
人力资源领导为什么要关心工资总额？
作为人力资源专业人士，您的首要目标是管理员工并满足他们的需求。但是，由于薪酬从根本上与工作挂钩，因此需要给予相当大的关注。
了解了工资总额及其工作原理，您就能更好地进行薪酬管理，从而吸引新员工并吸引现有员工。
人力资源领导者如何才能成功管理工资总额？
了解公司的工资制度。即使你与法律团队合作，你仍然需要了解员工的工资。这样你才能为公司和员工争取权益。
处理薪酬的人性化问题。工资总额通常反映了雇主对员工的重视程度以及员工的价值感，无论是否准确。在决定每个职位具有竞争力的工资总额时，要考虑预算和员工参与策略。
鼓励员工讨论自己的薪酬。学习文化可以提高员工的参与度、生产力和留任率。当专业人员掌握了技能并提升了自身价值时，他们自然会希望获得更高的工资。为鼓励员工自在地讨论更高的薪酬选择，应积极倾听并培养员工的心理安全感。
为什么要将适当管理工资总额作为现代人力资源战略的一部分？
在遵守法律的前提下向员工支付具有竞争力的工资总额，是吸引高素质、高技能专业人才的先决条件。有吸引力的薪酬不仅能树立企业的声誉，还能培养一支高效、敬业的员工队伍。
以下为文章原文：
What are gross wages?
Gross wages refer to the amount of money earned before taxes are withheld from a paycheck and are the monthly salary people agree to when accepting a job. On a pay stub, gross wages are at the bottom of the page—usually in a larger font.
What is included in gross wages?
Gross wages comprise everything an employee earns, including:
Salary or hourly wages
Commission or bonuses
Overtime
Tips
Vacation or sick pay
Piece rate pay (per project or per unit)
Let’s say, for example, an employer pays $60,000 + two annual bonuses of $3,000. Annual gross wages will be $66,000.
How do you calculate gross wages?
For hourly workers:
hourly rate x the hours worked during the pay period = gross wages per pay period
If someone works overtime, include that as well:
Overtime hours worked during a pay period x the overtime hourly rate = overtime wages
To determine the gross wages for salaried employees:
Annual salary/number of pay periods per year = gross wages per pay period
What’s the difference between gross and net wages?
Gross wages are always higher than net wages.
In other words, the amount of money a person accepts as the job salary is more than the amount they take home. While gross wages comprise compensation before taxes, net wages are the amount remaining after taxes are withheld from the paycheck for
Federal, state, or local income tax
Social Security and Medicare
Wage garnishments
Health insurance plans
Retirement funds
Why should HR leaders care about gross wages?
As an HR professional, your primary objective is to manage people and address their needs. But, because compensation is fundamentally tied to work, it needs considerable attention.
Understanding gross wages and how they work enables you to practice better compensation management for attracting new people and engaging your current workforce.
What can HR leaders do to administer gross wages successfully?
Understand the company wage system. Even if you’re working with a legal team, you still need to know people’s salaries. This enables you to advocate for your company and your people.
Handle the human side of compensation. Gross wages often reflect —whether accurately or not—how much the employer values its people and how valued they feel. Consider the budget and employee engagement strategies when deciding on competitive gross wages for each position.
Encourage people to discuss their salaries. A learning culture can promote engagement, productivity, and retention. When professionals upskill and increase their value, they will naturally want higher wages. To encourage your people to feel comfortable discussing higher salary options, practice active listening, and nurture psychological safety.
Why should proper administration of gross wages be a part of modern HR strategy?
Paying people competitive gross salaries while complying with the law is a prerequisite for attracting quality, skilled professionals. Not only do attractive salaries build your reputation, but they also build a productive and engaged workforce.
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2024年07月08日
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【HR术语】什么是替代时间（What is time in lieu?）
什么是替代时间？
所谓 "代替时间"，也称 "代替休假 "或 "TOIL"，是指个人以休假代替加班费。它是雇主可以提供的一种特殊福利，可以为员工创造更灵活的工作环境。
人力资源领导为什么要关注 "代休"？
人们通常希望有代班时间，这就是为什么它值得考虑作为吸引求职者的一种方式。这对组织也是有利的。
代休政策的好处包括：
为员工提供更多的自由时间，而当今的专业人士通常对自由时间的重视程度甚至超过了额外的报酬
作为一种激励机制，鼓励人们在紧迫的截止日期前更加努力地工作，因为他们会在工作后获得休假时间
让员工有更多时间放松身心，从而减少职业倦怠，提高工作绩效
减少组织需要支付的加班费用
人力资源领导者该如何管理代休时间？
提供 "以假代薪 "可为企业带来巨大利益。要使计划取得成功，必须考虑以下几点：
如何计算休假时间
计算休假时间很简单。无论加班多少小时或多少天，都有权获得相应的补休时间。因此，如果一个星期工作 50 个小时，而不是合同规定的 40 个小时，他们就可以额外获得 10 个小时的休假时间。
代替休假协议
如果您选择为员工提供 "代替休假"，那么在您的员工协议中加入一项关于如何使用 "代替休假 "的政策是非常重要的。在该政策中，您可能需要包括以下指导原则：
团队成员可以累积多少 TOIL
员工何时可以使用 TOIL
TOIL 日的有效期有多长
使用考勤跟踪软件管理替假流程
当然，准确记录加班和请假时间非常重要。这可以通过标准 Excel 电子表格、考勤表或更简单的考勤跟踪软件来完成。
考勤跟踪软件可以自动处理时间管理的所有方面，包括代班时间。员工和管理人员可以输入加班时间，说明他们将获得时间补偿，这些时间将自动计算并添加到他们的可用休假时间中。
为什么应将 "时间替代 "作为现代人力资源战略的一部分？
在这个世界上，工作与生活的平衡就像薪水一样，是一个职位的重要吸引力所在，因此 "时间替代 "政策非常值得考虑。提供时间补偿可以帮助企业吸引更多求职者，改善员工体验，提高绩效，甚至降低成本。
以下为文章原文：
What is time in lieu?
Time in lieu, also referred to as time off in lieu or TOIL, is when a person takes time off as an alternative to pay for overtime hours. It is a specific type of benefit employers can offer, creating a more flexible workforce.
Why should HR leaders care about time in lieu?
People often want time in lieu, which is why it’s worth considering as a way to attract job candidates. It’s also advantageous for the organization.
The benefits of a time off in lieu policy include:
Offering people more free time, something today’s professionals often value as much or more than additional compensation
Serving as a motivator that encourages people to work harder toward a tight deadline because they’ll receive time off afterward
Giving people more time to relax and unwind, reducing burnout and improving performance
Decreasing the amount of overtime the organization has to pay for
What can HR leaders do to manage time in lieu?
Offering time in lieu can significantly benefit the business. To make the program a success, it’s important to consider the following:
How to calculate time off in lieu
Calculating time off in lieu is simple. For any number of hours or days someone works overtime, they will be entitled to that amount of time off in lieu. So if they work 50 hours in a week instead of the 40 their contract stipulates, they would be granted an additional 10 hours of time off.
Time off in lieu agreements
If you choose to offer time off in lieu to your people, it’s important to include a policy for how it works in your employee agreement. In this policy, you may want to include guidelines for:
How much TOIL team members can accumulate
When people can take their TOIL
For how long TOIL days remain valid
Managing the time off in lieu process with time and attendance tracking software
Naturally, it’s important to accurately record both overtime and time taken in lieu. This can be done through standard Excel spreadsheets, timesheets, or–more easily–with time and attendance tracking software.
Attendance tracking software can automate all facets of time management, including time in lieu. Employees and managers will be able to input overtime hours, indicate that they will be compensated with time in lieu, and the hours will automatically be calculated and added to their available time off.
Why should time in lieu be a part of the modern HR strategy?
In a world where work-life balance is as significant a part of the appeal of a position as a salary, a time in lieu policy is well worth considering. Offering time in lieu can help businesses attract more candidates, improve the employee experience, boost performance, and even reduce costs.
【HR术语】什么是性别薪酬差距？（What is a gender pay gap?）
什么是性别薪酬差距？
性别薪酬差距是指男性和女性平均工资之间的差异。
要计算薪酬差距，可取一组男性工资和一组女性工资，然后比较两者的中位数。
自 1963 年《同工同酬法》颁布以来，美国女性的收入已从男性每挣 1 美元时的 0.59 美元增至 0.82 美元。目前的数据显示，18-39 岁女性的工资差距很小，而 40 岁及以上女性的工资差距则有所扩大。
人力资源领导为什么要关注男女薪酬差距？
公平地支付薪酬是道德待人的一部分。平等的薪酬机会还能吸引优秀的专业人才，并使他们保持敬业精神。此外，按照相同的标准支付男女薪酬可以显示出透明度，并有助于树立良好的品牌声誉。
由于来自性别薪酬差距公式的数据可能有限，人力资源领导者必须深入挖掘，以确定是否存在性别薪酬差距以及存在差距的原因。
人力资源领导者该如何缩小性别薪酬差距？
缩小公司潜在的性别工资差距：
考虑相关因素。1963 年的《同工同酬法》规定，雇主不得基于性别对员工进行歧视。雇主必须根据 "需要同等技能、努力和责任，且在类似工作条件下完成的工作......"，向男女员工支付同等报酬。
为父母双方提供育儿假。一般来说，女性在生育或领养孩子后会比男性花费更多的时间来恢复身体并与孩子建立亲子关系。然而，通过为男性和女性提供平等的休假机会，女性可以选择如何平衡事业与家庭生活。
制定透明的政策。择优加薪和晋升有助于提高透明度。对员工的成就、贡献和奉献进行评估，以鼓励公平对待。
进行内部审计。分析工资单，检查是否存在性别薪酬差距。如果存在，请考虑是否涉及任何关键因素。职位是什么？员工是全职还是兼职？他们在公司工作了多久？
调查你的员工。通过调查确定薪酬差距存在的原因。女性是否从事收入较低的工作，如果是，原因是什么？女性是否喜欢较少的工作时间或偏爱某些职位？或者，您是否可以帮助她们从事高薪工作？或许，L&D 计划可以为她们提供提升技能和获得高薪职位的机会。
为什么消除性别薪酬差距应成为现代人力资源战略的一部分？
在当今竞争激烈、以互联网为基础的商业世界中，道德实践和积极的公司品牌至关重要。在员工和客户中拥有良好声誉的企业更受青睐。透明的薪酬实践反映了一种人力资源战略，即鼓励每个人因其才能、技能、干劲和奉献精神而出类拔萃，而不是因为其性别。
以下为文章原文：
What is a gender pay gap?
A gender pay gap is a difference in pay between men’s and women’s average salaries.
To calculate the pay gap, take a group of men’s wages and a group of women’s wages, and compare the median of each.
Since the Equal Pay Act of 1963, women’s earnings in the US have increased from $0.59 for every $1.00 a man earns to $0.82. Current data shows that the wage gap is minimal between ages 18-39, while it widens for women 40 and older.
Why should HR leaders care about the gender pay gap?
Paying people fairly is part of treating them ethically. Equal compensation opportunities can also attract talented professionals and keep them engaged. Moreover, paying men and women according to the same criteria shows transparency and contributes to a positive brand reputation.
Because the data from the gender pay gap formula can be limited, HR leaders must dig deep to determine if and why there’s a gender pay gap.
What can HR leaders do to reduce the gender pay gap?
To reduce a potential gender wage gap in your company:
Consider relevant factors. The Equal Pay Act of 1963 states that employers must not discriminate between employees based on sex. Employers must pay members of both sexes equally based on the “performance of which requires equal skill, effort, and responsibility, and which are performed under similar working conditions …”
Offer parental leave for both parents. Generally, women take more time off than men following birth or adoption to recover and bond with the child. However, by providing equal opportunities for men and women to take leave, women can choose how to balance their careers with family life.
Create transparent policies. Merit-based raises and promotions support transparency. Evaluate people’s accomplishments, contributions, and dedication to encourage unbiased treatment.
Run an internal audit. Analyze payroll to check if a gender pay gap exists. If it does, consider if there are any crucial factors involved. What’s the position? Are the employees working full-time or part-time? How long have they been at the company?
Survey your people. Determine why the pay gap exists through a survey. Are women working in lower-paying jobs, and if so, why? Do women prefer fewer hours or gravitate towards certain positions? Or is there something you can do to help them pursue higher-paying jobs? Perhaps an L&D program can give them the opportunity to upskill and land higher-paying positions.
Why should eliminating the gender pay gap be a part of modern HR strategy?
Ethical practices and a positive company brand are essential in today’s competitive, internet-based business world. People are attracted to working at organizations with good reputations among employees and customers. Transparent compensation practices reflect an HR strategy that encourages everyone to excel because of their talents, skills, drive, and dedication, not because of their gender.
【HR术语】什么是人才招聘专家？（What is a talent acquisition specialist?）
什么是人才招聘专家？
人才招聘专家是一种人力资源专业人员，专门负责寻找合适的人才来填补空缺职位，尤其是那些需要专业技能的职位。人才招聘专家通常在竞争高技能人才的快速发展行业工作。
人才招聘专家做什么？
他们参与招聘流程的每一个步骤，包括：
在招聘网站上发布招聘信息
在 LinkedIn 和其他网站上寻找潜在员工
制定申请人筛选流程
审核简历和申请
选择面试者
进行面试
推荐聘用人选
处理入职事宜
人才招聘专家与招聘人员有什么区别？
上述职位描述听起来可能与招聘人员非常相似，这可能会让您想知道这两个职位之间有什么区别。
招聘人员侧重于为特定职位寻找和筛选合适候选人的短期过程。
而人才招聘则更注重持续战略和提前规划，以确保空缺职位得到填补，并为新员工在组织中的长期成功和成长做好准备。此外，人才招聘专家通常专注于招聘高技能人才，如专家、领导者和未来的高管。
人力资源领导为什么要关注人才招聘专家？
优秀的人才招聘专家是现代人力资源团队的宝贵补充。在竞争激烈的市场中，雇主们都在努力用高素质的人才填补职位空缺，而合格且经验丰富的人才招聘专家往往是分担人力资源团队其他成员招聘压力的必要人选。
虽然科技和医疗保健等竞争激烈行业的公司通常需要人才招聘专家，但人才招聘专家可以帮助任何领域各种规模的组织。他们可以帮助你招聘到拥有合适技能和经验、适合公司文化的人才，并帮助你实现招聘目标，比如拥有一支多元化的员工队伍。
人力资源领导者如何才能招聘到合格的人才招聘专家？
人才招聘专家可以极大地影响企业的未来。要找到合适的人才招聘专家并让他们获得成功，建议寻找具备以下资质的候选人：
至少五年的人力资源和/或招聘行业经验
人力资源学位和/或专业人力资源认证
掌握当前就业法的最新知识
具有申请人跟踪系统和人力资源信息系统方面的经验
具有战略思维和前瞻能力，能够规划个人的职业发展轨迹；这也有助于填补未来的职位空缺
了解公司品牌形象
为什么人才招聘专家应成为现代人力资源战略的一部分？
如果您曾经为寻找合适的人才填补对企业成功有重大影响的重要空缺职位而苦恼，那么您就已经知道为什么人才招聘专家这一职位必不可少了。聘用有能力的人才招聘专家可以帮助您实现招聘目标，为空缺职位引入高技能的候选人，并为组织的长期成功奠定基础。
以下为文章原文：
What is a talent acquisition specialist?
A talent acquisition specialist is an HR professional who specializes in finding the right people to fill open roles, especially those that require specialized skill sets. Talent acquisition specialists often work in fast-moving industries that compete for highly-skilled talent.
What does a talent acquisition specialist do?
They’re involved at every step of the hiring process, including:
Posting on job boards
Sourcing potential employees on LinkedIn and other sites
Developing applicant screening processes
Reviewing resumes and applications
Selecting interviewees
Conducting interviews
Making recommendations for whom to hire
Handling onboarding
What is the difference between a talent acquisition specialist and a recruiter?
The above job description may sound pretty similar to that of a recruiter, which may lead you to wonder what the difference between these two roles is.
Recruiters are focused on the short-term process of identifying and screening suitable candidates for a specific position.
Talent acquisition is more focused on ongoing strategy and planning ahead to ensure that open positions are filled and that new hires are set up for long-term success and growth in the organization. Additionally, talent acquisition specialists often focus on hiring highly-skilled people such as specialists, leaders, and future executives.
Why should HR leaders care about talent acquisition specialists?
A good talent acquisition specialist can be an invaluable addition to the modern HR team. In a highly competitive market where employers struggle to fill vacancies with high-quality talent, qualified and experienced talent acquisition specialists are often necessary to take the stress of hiring off the rest of the HR team.
Although companies in competitive industries like tech and health care typically require talent acquisition specialists, TA specialists can help organizations of all sizes in any field. They can help you hire people with the right skills and experience who are a fit for your company culture and help you meet hiring goals like having a diverse workforce.
What can HR leaders do to hire qualified talent acquisition specialists?
A talent acquisition specialist can significantly influence your organization’s future. To find the right talent acquisition specialists and set them up for success, it is recommended to look for candidates with the following qualifications:
At least five years of industry experience in HR and/or recruiting
A degree in HR and/or a professional HR certification
Up-to-date knowledge of current employment law
Experience with applicant tracking systems and HRIS
Strategic thinking and the ability to look ahead and plan a person’s career trajectory; this also helps fill future vacancies
Understanding of company brand identity
Why should talent acquisition specialists be a part of the modern HR strategy?
If you’ve ever struggled to find the right people to fill critical open positions with a significant influence on your organization’s success, you already know why a talent acquisition specialist role is essential. Bringing on capable talent acquisition specialists can help you meet hiring goals, introduce highly-skilled candidates for open positions, and set up your organization for long-term success
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