What are the payroll consulting services included?

Payroll consulting services typically include the following:

1.Compensation strategy design:Consulting companies can help enterprises formulate appropriate compensation strategies based on their strategic objectives, business models, talent needs and other factors, including salary positioning, salary structure, salary standards, etc., to ensure that the company's compensation system is consistent with business needs.

2.Salary system construction:Consulting companies can help enterprises establish a complete compensation system, including job evaluation, salary grading, salary grade demarcation, salary adjustment, etc., to ensure the reasonableness, fairness and transparency of the salary system.

3.Performance appraisal program design:Consulting companies can design appropriate performance appraisal programs according to the business objectives and performance management requirements of the enterprise, including the setting of performance indicators, the process and methods of performance evaluation, and the feedback and application of performance results, so as to ensure the alignment of performance appraisal and business objectives.

4.Salary Incentive Design:According to the business situation and talent needs of the enterprise, the consulting company can design an appropriate salary incentive plan, including the proportion of fixed salary and variable salary, salary incentive methods (such as year-end bonus, commission, equity, etc.), the management and implementation of incentive plans, etc., so as to motivate and retain outstanding employees.

5.Salary data research and analysis:Consulting companies can conduct salary data research, analyze market salary levels, salary structures, salary differences, etc., and provide enterprises with appropriate salary reference and decision-making support.

6.Performance Improvement:Consulting firms can evaluate the current state of performance management, identify problems and opportunities for improvement, and provide corresponding suggestions and solutions to help enterprises optimize performance management processes, methods and tools to improve performance management effectiveness.

Provide enterprises with salary management diagnosis, job value evaluation, docking and transition methods of the old and new salary systems, etc.

Compensation management is a relatively complex professional system, which needs to be comprehensively set based on various factors such as market level, relative value contribution of internal positions, personal ability and performance contribution of employees.

As a professional human resource incentive system design agency, after more than ten years of practice and summary, Shenlan Consulting has formed a systematic and standardized consulting service content, mainly including the following ten aspects:

1.Survey on the current situation of payroll management.

Determine the goals that the customer hopes to achieve, carefully and in-depth investigate the problems existing in the customer's salary management, analyze the root causes of the problems, and put forward the principles and framework ideas for solving the problems accordingly.

2.Compensation strategy.

There are different strategies such as leading, following, and cost, and it is necessary to comprehensively consider what compensation strategy is better according to the actual situation of the client company. In many cases, we recommend more hybrid compensation strategies, such as: core positions leading, auxiliary positions cost, other positions following, etc.

Purpose: Attract and retain core talents, stabilize basic positions, and ensure the company's profitability as much as possible.

3.Salary market research.

Determine the company's main salary benchmarking range, and conduct industry, regional and other salary market level surveys.

4.Job value assessment.

Determine the company's main salary factors, formulate a job value evaluation plan, and organize the implementation, and determine the division of post salary and salary scale according to the evaluation results, so as to achieve relative internal fairness between positions.

5.Job classification, determine the form, structure and proportion of compensation.

Different types of positions, the applicable salary form, structure and proportion are different, such as: sales mostly use a higher proportion of performance wages, floating bonuses, etc. to encourage the improvement of performance, production positions have a large proportion of salary in the form of piecework design, and technology research and development positions need to consider technical capabilities, research and development results and other structural design.

6.Approve the total salary, set the salary target of the position, and decompose and formulate the salary table.

According to the company's development goals, approve a reasonable total salary, combine market research, job value evaluation, salary structure, etc., set salary targets for positions at all levels, and then set the median value, floating ratio, salary grade division, etc., decompose, calculate, and optimize the salary table.

7.Employee competency performance evaluation.

Formulate an employee ability performance evaluation plan and organize its implementation, so as to determine whether the actual ability level and performance of employees can meet the job standards?

8.Salary arbitrage.

According to the results of employee evaluation, to determine the principle of salary arbitrage, excellent employees, qualified employees and employees who do not meet the standards should have different differences, so that there will be better motivation and fairness.

9.Payroll accounting and balancing.

After the initial plan of the reform is formed, it is necessary to carry out accounting, including the total salary and the floating range, pay attention to whether it is normal for the employee's personal results to fluctuate greatly, and communicate with managers at all levels.

10.Training and publicity of compensation plan.

It is necessary to let everyone fully understand the design ideas and scientific rationality of the salary plan, especially for core positions and excellent employees, and give priority to communication to make them understand and accept.

Payroll managementThis includes the following:

1. Target management of compensation, that is, how compensation should support the company's strategy and how to meet the needs of employees.

2. The level management of salary, that is, the salary should meet the requirements of internal consistency and external competitiveness, and be dynamically adjusted according to the performance, ability characteristics and behavioral attitudes of employees, including determining the salary level of the management team, technical team and marketing team, determining the salary level of subsidiaries and expatriate employees of multinational companies, determining the salary level of scarce talents and determining the salary level compared with competitors.

3. Salary system management.

This includes not only base salary, performance salary.

The management of options and futures stocks also includes the management of how to provide employees with personal growth, job fulfillment, good career expectations and employability.

4. Structural management of salary, that is, the correct division of reasonable salary scales.

and salary level, correctly determine the reasonable grade difference and equal difference, including how to adapt to the needs of the flat organizational structure and the large-scale rotation of employee positions, and reasonably determine the salary broadband.

5. Salary system management, that is, the extent to which salary decisions should be open and transparent to all employees, who is responsible for designing and managing the salary system, and how to establish and design the budget, audit and control system of salary management.

Compensation management is a dynamic management process that determines, distributes and adjusts the principle of employee remuneration payment, remuneration strategy, remuneration level, remuneration structure and remuneration composition under the guidance of the organizational development strategy.

Salary management should serve the realization of salary management objectives, which are based on the establishment of human resource strategy, and human resource strategy is subordinate to the enterprise development strategy.

Compensation management includes two aspects: salary system design and daily salary management.

The design of the salary system is mainly the design of salary level, salary structure and salary composition. The daily management of compensation is a cycle composed of salary budgeting, salary payment, and salary adjustment, which can be called the salary cost management cycle.

Salary design is the most basic work of salary management, if there are problems in salary level, salary structure, salary composition, etc., it is impossible for enterprise salary management to achieve the predetermined goals.

Salary budget, salary payment and salary adjustment are the key tasks of salary management, and the daily management of salary should be effectively strengthened in order to achieve the goal of salary management.

After the salary system is established, we should pay close attention to the problems existing in the daily management of salary, adjust the company's salary strategy in a timely manner, adjust the salary level, salary structure and salary composition to achieve efficient, fair and legal salary goals, so as to ensure the realization of the company's development strategy.

1. The content of salary management mainly includes:

1. Benefit bonus: a form of profit sharing, which is the same as the annual performance salary of the executive's floating salary, reflecting the short-term performance of the executive, and its function is to ensure the timeliness of the current performance reward, which is equivalent to the dividend of the executive as "human capital".

2. Basic annual salary: The fixed salary of senior executives is to compensate corporate executives and ensure their living needs, so that they can work according to the expected level of experience and qualifications.

3. Annual performance salary: also known as target bonus, reflects the short-term performance of senior executives, and its function is to ensure the timeliness of current performance rewards; The determination of the basic annual salary and the annual performance salary mainly refers to the market salary level.

4. The company's welfare: including statutory benefits, supplementary benefits related to duties, on-the-job consumption (such as health care, supplementary pension insurance, club membership, etc.), etc., its function is to improve the sense of achievement and satisfaction of senior executives.

5. Long-term incentive compensation: including restrictive, option, virtual, deferred bonus, pension plan, etc., its starting point is to motivate executives to consider the long-term interests of the enterprise, increase the incentive and restraint of salary leverage, and its function is to promote the long-term behavior of executives, reduce costs, and attract and retain senior management teams.

2. Salary management is a dynamic management process that determines, distributes and adjusts the principle of employee salary payment, salary strategy, salary level, salary structure and salary composition under the guidance of organizational development strategy.

Enterprise payroll management mainly includes the following aspects:

1) Target management of compensation, that is, how compensation supports the company's strategy, adapts to the current and future development of the enterprise, and how to meet the needs of employees.

2. The level management of salary, that is, the salary should meet the requirements of internal consistency and external competitiveness, and be dynamically adjusted according to the performance, ability characteristics and behavioral attitudes of employees, including determining the salary level of the management team, technical team and marketing team, determining the salary level of subsidiaries and expatriate employees of multinational companies, determining the salary level of scarce talents and determining the salary level compared with competitors.

3) Salary system management, which not only includes the management of basic salary, performance salary, option futures, but also how to provide employees with personal growth, work fulfillment, good career expectations and employability management.

4) Salary structure management, that is, the correct division of reasonable salary scale and salary level, the correct determination of reasonable grade and equal difference, but also how to adapt to the needs of flat organizational structure and large-scale rotation of employee positions, reasonable determination of salary broadband.

5) Compensation system management, that is, the extent to which compensation decisions should be open and transparent to all employees, who is responsible for designing and managing the compensation system, how to establish and design the budget, audit and control system of salary management, and how to evaluate and communicate compensation.

Salary management refers to the management activities of the enterprise in the formulation, implementation and adjustment of employee compensation, mainly including the following aspects:

1.Salary strategy formulation: Formulating a salary strategy is the first step of salary management, and it is necessary to formulate a reasonable salary strategy according to the company's strategic objectives and market demand, including salary level, salary structure, salary difference, etc.

2.Salary calculation and analysis: Salary calculation and analysis is an important means to evaluate the rationality of the company's salary level and structure, which needs to be calculated and analyzed according to the market salary level and the actual performance of employees, so as to make reasonable salary adjustments and incentives.

3.Salary design and implementation: Salary design and practical implementation is the process of transforming the compensation strategy into the actual compensation plan, which needs to be designed and implemented according to the actual performance of employees and the strategic goals of the enterprise, including basic salary, performance bonus, allowance and subsidy, etc.

4.Performance management and incentives: Performance management and incentives are important means to motivate employees to work actively and improve performance, and performance evaluation and rewards need to be carried out according to the actual performance of employees, including performance appraisal, bonus incentives, promotion opportunities, etc.

5.Salary adjustment and benefits: Salary adjustment and benefits are the salary adjustments and benefits provided by managers according to employee performance and market demand, including salary increases, benefits, equity incentives, etc.

Payroll management is an important aspect of business management, and its main contents include:

1.Salary structure design: Enterprises need to design a reasonable salary structure, including basic salary, performance bonuses, allowances, benefits, etc., so that employees can obtain a fair and reasonable salary package, and at the same time, it is also in line with the economic interests of the enterprise.

2.Performance management: Enterprises need to establish a scientific performance management system, evaluate and feedback the work performance of employees, link performance with salary, motivate employees' enthusiasm and creativity, and improve the performance level of the enterprise.

3.Salary research: Enterprises need to conduct market salary research to understand the salary level and market of various positions, so as to formulate salary policies and standards in line with the market.

4.Salary and benefits management: Enterprises need to provide diversified benefits, such as social insurance, housing provident fund, medical insurance, year-end bonuses, equity incentives, etc., to meet the actual needs of employees and improve employee satisfaction and loyalty.

6.Salary communication and feedback: Enterprises need to establish a salary communication and feedback mechanism, communicate salary policies and standards to employees in a timely manner, solve employees' doubts and dissatisfactions, and maintain good employee relations and corporate image.

8.Salary adjustment and change management: Enterprises need to carry out salary adjustment and change management in a timely manner according to the actual situation of the enterprise and employees, so as to meet the development needs of the market and the enterprise.