How can state owned enterprises establish a sound salary system?

State-owned enterprises need to consider the following aspects to establish a sound salary system:

1.Perfect salary management system: Establish a sound salary management system, including salary policy, salary calculation, salary adjustment, bonus and subsidy, welfare treatment, etc., to ensure the rationality and fairness of salary management.

2.Reasonable salary level: According to the financial situation, industry situation and market demand and other factors of the enterprise, formulate a reasonable salary level, not only to ensure the salary and welfare of employees, but also to control the cost of the enterprise.

3.Flexible salary structure: According to the requirements of different positions and the personal ability and performance of employees, establish a flexible salary structure, including basic salary, performance salary, bonuses, benefits and other forms.

4.Dynamic salary adjustment: Establish a dynamic salary adjustment mechanism, timely salary adjustment according to enterprise performance and employee performance, stimulate employee enthusiasm and creativity, and improve enterprise performance.

5.Sound performance appraisal system: Establish a sound performance appraisal system, including goal setting, appraisal standards, appraisal cycles, appraisal methods, appraisal results, etc., to ensure the fairness and accuracy of performance appraisal.

6.Scientific incentives: According to the different needs of different positions and employees, formulate scientific incentives, including promotion, training, rewards and other forms to stimulate employees' enthusiasm and creativity.

The establishment of a sound salary system needs to comprehensively consider the internal and external factors of the enterprise, and combine the actual situation and cultural characteristics of state-owned enterprises to formulate a salary management system suitable for the enterprise, so as to improve the job satisfaction and loyalty of employees, and promote the development and competitiveness of the enterprise.

Based on the experience of providing compensation system consulting services for enterprises in the past, the key to the improvement of the enterprise compensation system is to form a set of market-oriented and dynamic adjustment salary management mechanism, so that the enterprise can continue to optimize the salary system according to the needs of external competition and internal management. The specific construction process is as follows:

1. Sort out positions and responsibilities;

2. Job value evaluation;

3. Salary structure analysis;

4. Market benchmarking;

5. Salary structure analysis;

6. Salary range design;

7. Salary grade design;

8. Application and management supporting mechanism.

Fourth, the salary structure.

1) Job evaluation.

According to the post score table (see Appendix 1), the middle management of CD company and external experts evaluate all positions in the company, and take the average value of all scores as the final score of each position. Based on the score, the salary of the post is determined.

2) Salary composition.

The composition of wages is mainly designed from the perspective of monthly salary. The monthly salary structure of the company's personnel is as follows:

Monthly salary = basic salary + performance salary + bonus + reward penalty deduction + overtime salary + allowance + special salary.

This structure is the structure of all personnel, specific to a certain position, a certain personnel, may become a different structure, see the details of the personnel salary of each department. Let's explain each of these parts one by one.

1. Basic salary.

The basic salary structure is as follows:

Basic salary = post salary + seniority salary + education salary + skill salary.

1.Formulating remuneration principles and strategies This is part of the content of corporate culture, which is based on the premise of backup links and plays an important guiding role in each link. It includes the understanding of the nature of employees, the evaluation of the overall value of employees, the estimation of the role of management backbones and senior professionals, and other core values, as well as the derivation thereof.

2.Job Design and Analysis This is the basis for the establishment of the compensation system, and this activity will produce documents such as the organizational structure of the enterprise and the description and specifications of all positions in it. Scientific job design can be removed.

3.Job evaluation.

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How to apply the salary system to enterprise management is as follows: 1. Implement strategic salary management, for example, through the design and operation of the salary system, to achieve the purpose of strengthening the core values of the enterprise. 2. The salary system should be based on the standardized position management system, and the position management of the management sequence and the professional sequence should be standardized and rule-based, rather than based on the subjective impression of the manager.

3. Different people hold the same position, and the salary level should also have corresponding differences, which requires a set of systems to evaluate people's abilities, as well as a set of reliable performance management and evaluation systems. In short, the management of compensation should be carried out according to a set of rules and systems that employees understand and recognize, so as to reduce everyone's doubts about the compensation policy.

The steps of the construction of the enterprise compensation system can be summarized as the following aspects:

1.Define goals and strategies for compensation management: Clarify the goals and strategies for compensation management, such as attracting and retaining top employees, motivating employee performance and performance, and maintaining fair internal and external competitiveness.

3.Formulate remuneration policies and regulations: Formulate clear remuneration policies and regulations, including the method of salary adjustment, the timing of salary adjustment, the performance correlation of early and late compensation, and the principle of fairness of compensation.

4.Design compensation structure and elements: Based on the company's compensation strategy and market compensation data, design a reasonable compensation structure and elements, including basic salary, performance bonuses, benefits and subsidies, to meet the company's business needs and employees' expectations.

5.Formulate compensation management processes and systems: Formulate compensation management processes and systems, including the process of salary adjustment, the authorization and responsibility of compensation management, and the management and maintenance of compensation data, so as to ensure the transparency, fairness and standardization of compensation management.

6.Design performance evaluation and reward mechanism: Design performance evaluation and reward mechanism, including setting clear performance evaluation standards, formulating reward plans, setting reward amounts and distribution methods, etc., to motivate employees to achieve excellent performance in their positions.

7.Establish a salary management information system: Establish a salary management information system for the management of salary data, the recording of performance evaluation and the statistical analysis of salary adjustment, so as to support the scientific and data-based salary management.

8.Regular monitoring and adjustment: Regularly monitor the implementation of compensation management, and adjust and optimize it according to factors such as market preparation, company business needs and employee feedback to ensure the effectiveness and fairness of the compensation system.

1. The wage system paid according to the post or position is called the post wage system or the post wage system;

2. The wage system that is paid according to skills or abilities is called the skill wage system or the ability wage system;

3. According to the wage system paid by performance, such as piecework wage system, commission wage system, contract system, etc.;

4. The wage system paid according to the post (position) and skill salary is called the post skill wage system or the job skill wage system;

5. The wage system that is paid according to the post (position) and performance salary is called the post performance salary system or the job performance salary system.

The principles of compensation management are as follows:

1. Principle of competitiveness: the overall income level ranks in the middle and upper reaches of the market, and has strong external competitiveness. 2. The principle of fairness

Formulate strict salary differentiation standards, and form a standardized system to avoid human factors dominating salary differentiation. 3. Incentive principle: Reasonably adjust the salary structure according to the nature of the position, increase the proportion of variable income, and improve the incentive effect of the salary system.

4. Performance-oriented principle: the income level of employees should be fully linked to performance, and the high and low level should speak according to performance, and strictly implement the "distribution according to contribution". 5. The principle of sufficient gaps:

The income level of employees should be widened across the board, and employees with different importance and performance should be strictly distinguished. 6. The principle of humanization: bonuses, benefits and other elements should be fully considered to consider the diversified needs of employees, try to avoid one-size-fits-all, and reflect the characteristics of "people-oriented".

7. The principle of dynamics: the company's overall salary structure and salary level should be adjusted in a timely manner according to factors such as business efficiency, salary market, and changes in macroeconomic factors, so as to actively adapt to the needs of enterprise development and enterprise human resource development.

The design of the compensation system program is a systematic and professional work of careful work, which requires all of us engaged in human resource management and boring people to take it seriously, and must not act arbitrarily by personal ideas, through a simple flow chart for your reference

Each module in the above proposal process can be carried out as a relatively systematic work, or it can be studied as a topic.