The Company formulates the salary system according to the following principles.
The principle of giving priority to distribution according to work
The principle of giving priority to efficiency and giving consideration to fairness
The principle that employees' salary increase should adapt to the company's business development and benefit improvement.
Principles of optimizing the allocation of labor force
The salary level of the company's employees is higher than the local average level of the same industry.
Extended data:
Employee compensation management is temporarily under the responsibility of the company's administrative personnel department, whose main responsibilities are:
Formulate the company's salary management system and salary budget;
Calculate and pay the salaries of the company's employees;
Accept employee compensation complaints.
The salary of employees in the company mainly includes: basic salary, post salary, performance salary, allowance/subsidy, bonus and welfare. Namely: salary = basic salary+post salary+overtime salary+performance salary+allowance/subsidy+welfare+bonus-deduction. The basic salary refers to the Notice of Hubei Provincial People's Government on Adjusting the Minimum Wage Standard in the whole province. According to the average living standard of workers in our city, the price index of living expenses and various policy subsidies, the minimum wage standard is 1.300 yuan, and our company formulates it as 1.300 yuan. 2. Due to the differences of employees' business skills, in order to focus on encouraging outstanding employees and provide channels for outstanding employees to raise their salaries, we divide the post salaries at all levels into A, B A.B.C according to job evaluation and salary market survey, and we determine the minimum and maximum basic salary limits for each post and calculate the salary amount of each level.
2. Due to the differences of all employees' business skills, in order to focus on encouraging outstanding employees and provide them with a rising channel of wages under the condition of unchanged on-the-job grades, we divide the post salaries at all levels into A, B A.B.C grades, determine the minimum and maximum basic salary limits of each post according to post evaluation and salary market survey, and calculate the salary amount of each grade.
Performance evaluation: an evaluation based on employees' personal performance. Each post has its own tasks. If the task is not completed for several months, the company has the right to demote or dismiss the position at any time.
Evaluation based on employees' personal performance. Each post has its own tasks. If the task is not completed for several months, the company has the right to demote or dismiss the position at any time.