The content of the salary system is complicated, including the current salary status of employees, how to improve it in the future, how to assess at the end of the year, how to distribute bonuses and so on. The salary system supporting annual business plan can promote the smooth implementation of annual business plan.
Bonus setting
When designing the salary system, enterprises should establish a bonus system based on projects to reward those who have done for the enterprise.
Projects and tasks need more employees. Generally speaking, project bonuses can be divided into three categories: ABC.
Class a project bonus
Class A projects are improvement projects of enterprises. Because the implementation time of these projects is tight, difficult and uncontrollable, the bonuses are relatively high.
Class b project bonus
Class B projects are generally strategic projects. Although these projects are very important, they are not very time-critical, so they can be implemented slowly, so the bonuses are relatively small.
Class C project bonus
Class C projects are generally routine projects, which are continuously implemented by enterprises every year, and the amount is also very large. After the completion of the project, the enterprise can distribute the bonus to the team members and the whole team according to the evaluation of the human resources department.
Solution to the problem of bonus setting
(1) Reduce the bonus amount of the original system, or convert all bonuses into project bonuses.
(2) Establish a monthly attendance award, convert all other awards into project bonuses and reward them to all participating colleagues.
Of course, enterprises can also implement a dual-track system, which has both the original bonus system and the project bonus. Enterprises can choose the bonus system according to their actual situation.
How to evaluate the project?
Project evaluation directly determines the bonus distribution of enterprises, so enterprises need to establish a project evaluation system. You can refer to the following formula, namely: score = 8? X +？ 2Y -？ ordinary
Among them, X represents the score of project implementation quality, that is, the degree of completion of the target, with a full score of1; Y stands for the degree of meeting the standards in time. If the project is completed on time, it will get full score 1, and if it is overdue, it will be deducted. N represents the number of times that the responsible team violates the enterprise system when operating the project, and 1 or 0.5 points will be deducted for each violation. Enterprises can't just pursue results and violate the form when implementing projects. This setting is to maintain the seriousness of the enterprise system. Through practical test and calculation, it is proved that the formula is reasonable, scientific and objective, which requires not only the time and quality of project completion, but also the standardization of project implementation. Multiply the obtained figure by the total bonus amount to get the bonus amount.
Shenzhen Sibo Consulting's "annual business plan and comprehensive budget management" is to help factories (enterprises) solve problems such as human resources system, performance appraisal, management system, implementation system, building audit system, reducing costs and optimizing management team, so it has unique views on the salary system.
Question 2: The meaning of wage system. Generally speaking, the wage system is stipulated in specific forms such as salary grade, salary standard grade, technical (business) grade standard and post name grade. The wage system must include: wage distribution policies, principles, wage payment methods, wage standards, wage structure, wage grades and differentials, funds, allowances, transitional measures and other provisions.
Question 3: What does the company's salary system include? The concepts of salary management and salary system are different:
Salary management is an enterprise management activity process in which an enterprise formulates and implements a salary system within the scope permitted by the national macro policy, including determining, allocating and adjusting the salary level, salary structure, salary payment form and daily management of employees.
Salary system refers to the organic unity formed by the interrelation, mutual restriction and mutual supplement of various components of salary, which mainly includes static salary (basic salary, etc. ), dynamic salary (performance salary, bonus, etc. ), benefits and allowances, etc. , is a part of the whole process of enterprise salary management.
At present, the salary system of most companies mainly includes: 1. Career-based salary system. Skill wage system 3. Ability wage system. Performance pay system.
Question 4: What is the salary system? The salary system is the salary system of employees' basic salary, bonus/commission, welfare (pension, medical care, provident fund) and various allowances.
Steps to successfully formulate salary and welfare-how to do well the salary and welfare work?
It is an urgent task for human resource managers and general managers of many companies in China to establish a fair and competitive salary system. How to motivate employees to actively do a good job for enterprises, in which salary is the most critical means. According to different positions, how to design a salary structure that best reflects the labor value of the position itself is the most basic problem of salary management concept.
Salary and benefits requirements
In quite a few companies, once the salary and welfare plan is made, it has been "lying" on it for many years. Few people take the time to think about what problems exist in the implementation of these plans, whether they are needed by employees, what aspects can be improved, and how effective welfare plans are in motivating employees. This requires someone to be responsible for improving the existing salary and welfare plan and developing new projects as needed.
There are roughly three requirements for doing a good job in salary and benefits:
Pay attention to the management and operating efficiency of enterprises. The work direction, content and methods should be consistent with business priorities and business strategies.
situation
The use of hospitality, enterprises may generally directly find money for employees, which is the practice; In addition, you can also organize everyone to travel or other activities. How does this combine with the business activities and management of enterprises? If it is a high-tech enterprise, the working rhythm of employees is very tight. How to make good use of hospitality, let everyone have a better body and devote themselves to their work with good body and mind, which is the direction that hospitality should be spent. For example, some enterprises arrange entertainment and club fitness on weekends and spend half a day engaged in these activities. Everyone has the function of rest and recovery except communication. This arrangement directly supports the business. In fact, all salary and welfare work should have such ideas and practices.
Performance-oriented
All kinds of salary and treatment should be linked to employee performance or performance factors (performance factors, such as skills and job performance). Welfare items can also be linked to employees' basic salary or some performance factors, such as medical insurance and employee leave, which are linked to employees' basic salary and length of service respectively.
market orientation
Combined with the annual market salary and welfare survey, the strategic positioning of enterprises in the human resources market is clear and guaranteed.
The content of strategic positioning is whether the wage standard should remain in the middle of the market or in the top 25%; Should welfare work provide the most attractive service or just general welfare? Although this is aimed at the market, relative to competitors, it directly affects whether enterprises can attract talents and what kind of talents they attract.
Wage system design
Salary management is reflected in the salary structure, which is the salary standard of each position. This salary standard should properly reflect the efforts made by employees.
How can we achieve a balance, so that wages can motivate employees to the maximum extent, and at the same time ensure the economic benefits of enterprises? The principle of salary management is: to be competitive in the market, fair to internal employees and meaningful to employees within the range that enterprises can bear.
The basic method is to establish the basic value standard of the enterprise: the determination of the value of each post within the enterprise → the value evaluation of post level and salary, performance in a certain period → performance salary, value evaluation of various contributions → bonus. If an enterprise wants to realize the wage balance among its employees, it must have a good wage structure.
The idea and method of salary system design are: the salary system design should take the position system design as the core, and formulate the salary structure and salary standard for the position. For enterprises, the post system is their basic support system.
To provide fair and reasonable salary for all employees, the position system should have the following contents: position setting, position type, position standard and position requirements. The content of the position system is directly determined by the business nature and operation process of the enterprise. Both job description and job evaluation must be based on the determination of job elements.
To design a reasonable and scientific salary system and salary system, it generally goes through the following steps:
Job Analysis: Based on the company's business objectives, the company's management defines the functions and working relationships of various departments on the basis of business analysis and personnel analysis, and the human resources department and the heads of various departments cooperate to prepare the job description.
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Question 5: What does salary management mean? Salary management is a dynamic management process to determine, allocate and adjust the principle, strategy, level, structure and composition of employee salary under the guidance of organizational development strategy. To put it simply, valve is a management process for employees' salary and reward.
Question 6: What is the salary scale? The salary scale reflects the salary level in the market.
25 percentile value
It means that 25% of the data is less than this value, reflecting the low level of the market.
The 50 percentile (median) means that 50% of the data is less than this value, reflecting the medium level of the market.
75% value
It means that 75% of the data is less than this value, reflecting the high level of the market.
Question 7: The function of salary management system The function mechanism of salary management system is manifested in its restraint mechanism and incentive mechanism for organizational members. The key point of modern enterprise management should be whether there is a restraint mechanism and an incentive mechanism for enterprise self-improvement and development. Constraint mechanism refers to the general name of rules, regulations and means with normative requirements and standards formulated, promulgated and implemented through legal procedures, which is used to standardize the behavior of organization members and promote the orderly operation and full play of the role of the organization. Specific to the enterprise, the restraint mechanism is manifested in the way that the enterprise enables employees to make clear their goals, know their strategies, make clear their paths, and effectively understand their goals and bear the burden. Incentive mechanism is the whole process of motivating objects to achieve their goals to meet their own needs through the interaction and interdependence of demand, internal drive and goal under the action of internal drive. Specific to enterprises, the incentive mechanism can ensure that employees have high enthusiasm, positive attitude and healthy wishes in their work, thus promoting employees to continuously create more effective value. Salary management system plays an irreplaceable role in enterprise internal management through restraint mechanism and incentive mechanism. Salary structure is the basis of reflecting the management thought of operators. Operators can draw up different salary structures according to the needs of enterprises for talents in different development periods. When the enterprise is in the stage of rapid growth, the operator can choose a higher floating wage ratio to stimulate the enthusiasm of employees and mobilize their work enthusiasm; When the enterprise is in the mature stage and the product market share and customer resources are stable, the operator can reduce the proportion of floating wages to ensure the control of wage costs. If enterprises need to introduce highly educated talents to improve the talent structure, they can increase academic subsidies to enhance their attraction to highly educated talents; If an enterprise wants employees to serve the enterprise for a long time, it can increase employee subsidies and improve the loyalty of old employees to the enterprise. Salary level is the guarantee for enterprises to attract and retain talents. The design of enterprise salary level includes three levels: external fairness, internal fairness and personal fairness. By comparing with the salary of similar positions in the same industry, we can ensure the external fairness and competitiveness of the salary and avoid the unstable factors caused by the serious deviation of the salary level of some positions from the market level. By matching the salary of each post in the enterprise with the post value, the internal fairness of salary can be guaranteed and the resulting employee turnover can be avoided. At the same time, different salary scales and grades are designed for the same position to match the ability and performance of employees, reflecting the full value of employees' ability and giving play to the incentive role of salary. Salary adjustment mechanism is the link between employees and enterprises. The enterprise salary adjustment mechanism includes macro adjustment (enterprise as the main body) and micro adjustment (employee as the main body). At the macro level, enterprises need to analyze and evaluate the salary situation of the previous year before making the salary budget for the new year at the end of each year, and determine the total salary adjustment range according to the development of enterprises. At the micro level, enterprises should fully affirm and recognize the performance of employees in the past year according to their personal performance, give play to the role of salary incentives, and let employees feel that they are growing together with the enterprise. In addition, the role of enterprise salary management system is also reflected in the allocation of human resources within the enterprise. People are the core elements of enterprise operation. Only by rationally allocating human resources can any enterprise give full play to the role of natural resources and financial resources, so that the enterprise can continue to operate and produce benefits. The level of human resource allocation directly determines the management level, benefit level and development speed of an enterprise. As an important tool of modern enterprise system, salary management promotes the rational allocation and management of human resources. From the perspective of inter-departmental human resource allocation, the adjustment of departmental salary structure and salary level can effectively promote the rational flow of human resources within the enterprise and promote the allocation of human resources in line with enterprise development. At the same time, it can also form effective supervision and encouragement to the performance and behavior of the department to guide the human resource management of the department. From the perspective of human resources allocation between positions, salary management designs salary system with position as the core, pays salary with personal ability as the core, effectively combines position and personal ability through value embodiment, realizes "giving full play to people's talents" and promotes the reasonable matching of human resources and positions. Salary management system not only promotes the improvement of human resources, but also realizes the supervision, management and optimal allocation of human resources. Different enterprises may have different designs and choices for the salary system, but one thing is clear: only by recognizing the mechanism of the salary management system and grasping the management ideas embodied in the operation of enterprises can the salary system ...
Question 8: Try to compare the difference between competency-based salary system and post-based salary system. The differences between competency-based salary system and post-based salary system mainly include the following points:
First, the position-based salary system.
As the name implies, the post salary system is the method and basis for paying wages based on the post value, that is, when determining the basic salary of employees, first make an objective evaluation of the value of the post itself, and then give the person who undertakes the post a basic salary equivalent to the post value according to the evaluation results. Generally speaking, it is what position you are in and what money you take. For employees, the position is more objective and stable.
Advantages: Compared with the traditional salary model based on seniority and administrative level, it has truly realized equal pay for the same post and strong internal fairness. The position has been upgraded, and the salary scale has also been upgraded, which has mobilized the enthusiasm of employees to strive for promotion opportunities.
Insufficient: If an employee is not promoted for a long time, although his work in this position is getting better and better, it is difficult to greatly improve his income level, which will affect his work enthusiasm. Because the post-oriented salary system pays more attention to the fairness of internal post value, when recruiting scarce talents from the market, it is likely that the internal salary system of enterprises will not meet the salary requirements of scarce talents and will not attract urgently needed talents.
Second, the ability-based salary system
The competency-based salary system is based on the ability/skill of employees as the fundamental basis of salary payment, that is, the ability elements of people are the direct object of salary payment. The model holds that the difference of employees' salary mainly comes from the difference of people's own ability level, rather than the position and position value. In layman's terms, skill-based salary system means that good ability brings good results. This salary system is applicable to skilled workers, technicians, R&D personnel and professional managers in enterprises.
Advantages: employees pay attention to the improvement of their own abilities, so it is easy to change jobs and increase development opportunities. Even if they are not in this enterprise in the future, they will be competitive. Employees who are unwilling to develop in administrative posts can go deep into the professional field and get good treatment to retain professional and technical talents for enterprises. The continuous improvement of employees' ability enables enterprises to adapt to the changing environment and enhance their flexibility.
Insufficient: Doing the same job, but getting different income due to different skills of two people is easy to cause unfairness. High-skilled employees may not have high output, that is, the assumption of skill salary may not be established, which depends on whether employees are engaged in work. Defining and evaluating skills is not an easy task, and the management cost is high. Employees focus on improving their own skills, and may ignore the overall needs of the organization and the completion of current work goals. How to further motivate talents who have reached the peak of their skills is also one of their weaknesses.
Question 9: What exactly is salary? What does the salary system include? Salary is the various forms of remuneration that employees get for providing services to the organization. In a narrow sense, salary refers to money and remuneration that can be converted into money. The salary in a broad sense includes not only the salary in a narrow sense, but also various non-monetary forms of satisfaction.
Salary system refers to the composition of salary, that is, what parts make up a person's work remuneration. Generally speaking, the salary of employees includes the following major parts: basic salary (i.e. salary), bonus, allowance, welfare and insurance.
Question 10: What are the components of the salary system? Salary refers to the labor remuneration paid to employees by employers or employers in monetary form according to laws, industry regulations or agreements with employees. Salary can be calculated in different forms, such as hourly salary, monthly salary and annual salary. In China, the following expenses borne or paid by the employer to employees are not wages: (1) social insurance premiums; (2) Labor protection fee; (3) Welfare expenses; (4) One-time compensation fee paid when the labor relationship is terminated; (five) family planning fees; (six) other expenses that do not belong to wages. In political economy, wages are essentially the value or price of labor. Wage is an important part of production cost. The legal minimum wage is called the minimum wage, and there are also various wage divisions such as pre-tax salary, after-tax salary and incentive salary. The total salary consists of the following six parts: (1) hourly salary; (2) piece rate; (3) bonuses; (4) Allowances and subsidies; (5) Overtime pay; (6) Wages paid under special circumstances.