1 Is Lucent s basic salary system a positional salary system? 40

Lucent Inc., a leading global manufacturer of communications network equipment, employs a variety of strategies and measures in the management of payroll. According to public information, Lucent's compensation system mainly includes the following aspects:

1.Base Salary: Lucent provides employees with a base salary, which is determined based on factors such as the employee's position, work experience, professional skills, and market demand. Base compensation is often a core part of an employee's compensation system and can serve as a steady income for employees**.

2.Performance bonuses: Lucent pays performance bonuses based on employee performance. Performance bonuses are usually a form of incentive and reward for employees in addition to their basic salary, which can motivate employees to work harder, improve performance and contribute.

3.Options: Lucent also offers options to select employees to incentivize long-term performance and contributions. Options are often a long-term incentive to help employees grow and develop with the company.

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The main basis for the salary adjustment of technical employees: (1) the annual performance level of the individual, the leader of the performance appraisal performance, should increase the salary. (2) Individual performance contributions.

Employees who undertake important projects in the department and make significant contributions should be paid more. (3) To improve technical ability and professional and technical qualifications, the salary should be increased. (4) If the position is changed, the employee is promoted to a management position, or the job responsibilities and responsibilities are higher, and the salary should be increased.

In addition, for the salary adjustment of technical personnel, special bonuses such as project bonuses, product bonuses, innovation awards, and patent awards for R&D technology are also set up.

What should a salary survey look like in general?

Food for Thought] 1What is the main basis for Lucent's compensation determination and adjustment?

2.What does Lucent's compensation design teach us?

Food for Thought] What should a salary survey look like in general?

2.What does Lucent's compensation design teach us?

1.What is the main basis for Lucent's compensation determination and adjustment?

Food for Thought] What should a salary survey look like in general?

2.What does Lucent's compensation design teach us?

1.What is the main basis for Lucent's compensation determination and adjustment?

Food for Thought].

1. Lucent's basic salary system is not part of the position salary system.

Because the biggest feature of the post salary system is: what kind of work employees get for what kind of work.

According to the materials, Lucent's compensation system is divided into 2 categories: guaranteed compensation and performance compensation.

Guaranteed pay is only a small part of the compensation structure, and the other large part is related to individual work performance and company performance.

2 Lucent's remuneration system includes: guaranteed salary, individual performance or performance-based compensation, and company performance bonuses.

The relationship between other remuneration components and basic remuneration is complementary.

1) First of all, the minimum wage standard is guaranteed.

2) On this basis, employees with strong ability and good performance will have higher performance-based compensation.

3) Correlate the organization's performance to individual income.

3. According to the materials, the following issues should be paid attention to in salary management:

1) Conduct market research to ensure the competitiveness of the company's salary in the market (2) Transparent salary management.

3) Consistent with the strategic goals of the organization, do a good job in human resource planning (4) Pay attention to ability and performance, and look down on academic qualifications.

5) Be cautious about salary increases and link them to the situation of the talent market.

6) Pay attention to feedback in the process of compensation management.

7) Pay attention to the working environment and the development direction of employees in the goal of retaining people.