What kind of compensation design and compensation management methods should be adopted

The choice of compensation design and compensation management method should be determined according to the specific situation and business needs of the enterprise. Here are some common ways to design and manage compensation:

1.Basic salary system: The basic salary system is one of the most basic salary design methods, which determines the basic salary level of employees based on their positions, work experience and educational backgrounds.

2.Performance-based bonus system: Performance-based bonus system is a salary design method based on employee performance, according to the employee's work performance and contribution, additional bonuses or allowances.

3.Option system: The option system is a way of designing compensation as a reward method, and employees can purchase the company at a preferential rate for a specific period of time.

4.Welfare system: The welfare system is a method of using welfare benefits as a way to design compensation, such as medical insurance, housing subsidies, paid holidays, etc.

5.Flexible benefits plan: Flexible benefits plan is a personalized benefit package design based on employee needs, and employees can choose the benefits package that suits them according to their needs and circumstances.

The choice of compensation management method should be determined according to the specific situation and business needs of the enterprise, and the following are a few common compensation management methods:

1.Performance management: Through performance management, enterprises can evaluate and evaluate the performance of employees, so as to formulate corresponding compensation policies according to the performance of employees.

2.Salary surveys: Salary surveys can help companies understand market compensation levels and trends so that they can develop a reasonable compensation strategy.

3.Salary incentive: Through salary incentive, enterprises can motivate employees to improve work efficiency and quality, so as to improve the business efficiency of the enterprise.

4.Payroll accounting: Payroll accounting can help businesses manage payroll costs and expenses to ensure the rationality and effectiveness of payroll management.

In short, the appropriate salary design and salary management method should be selected according to the specific situation and business needs of the enterprise to ensure the reasonableness, fairness and effectiveness of the compensation system, and at the same time, it can also motivate the work enthusiasm and performance of employees, and promote the long-term development and market competitiveness of the enterprise.

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.

1.Objective management of compensation, i.e. how compensation should support the company's strategy and how it should meet the needs of employees;

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

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

4.The structure management of salary, that is, the correct division of reasonable salary scales and salary levels, the correct determination of reasonable grades and equal differences, also includes how to adapt to the needs of flat organizational structure and large-scale rotation of employee positions, and reasonably determine the salary broadband;

5.Compensation system management, i.e. the extent to which compensation decisions should be open and transparent to all employees, who is responsible for designing and managing the compensation system, and how the budget, audit and control systems for compensation management should be established and designed.

1. Salary survey. Select companies that can be compared to each other and conduct a salary survey. When choosing an object, consider factors such as the industry, region, and size of the company.

2. Salary analysis. This is the premise of establishing a reasonable compensation system. Compensation analysis is divided into external competitiveness analysis and internal balance analysis.

External analysis mainly refers to comparing the overall salary level of the enterprise with the market to figure out how competitive the salary of the enterprise is and what position it is in. Internal balance analysis refers to the analysis of fairness between positions and functions within the company.

3. Salary diagnosis. Through the analysis, we can find the problems in the salary management, such as the problem of the structure of the salary round wheel, the problem of proportion, the basis of payment, etc., so as to form a salary diagnosis report and put forward suggestions for the improvement of salary management.

4. Propose salary strategy and formulate salary policy. These are based on the previous three steps. Remuneration policies must be discussed with the participation of senior management and, of course, employee representatives.

Compensation strategy refers to the position of the salary level adopted by the enterprise when determining the salary compared with the external salary level. In layman's terms, it is to determine the level at which the company's salary is compared with the market level. Broadly speaking, remuneration is divided into two types: economic remuneration and non-economic remuneration, so what are the basic principles of remuneration design?

1. Internal fairness: according to the size of the responsibility, the level of knowledge and ability required, and the different requirements of the nature of the work, the salary reasonably reflects the value differences of different levels, different grades and different positions in the enterprise.

2. External competitiveness: maintain the competitiveness of the company's salary and benefits in the industry, and attract outstanding talents to join.

3. Relevance to performance: Salary must be closely related to the performance of the enterprise, team and individual, and different performance appraisal results should be accurately reflected in the salary to achieve self-fairness of employees, so as to ultimately ensure the realization of the overall performance goals of the enterprise.

4. Incentive: The salary is guided by enhancing the incentive of wages, and stimulates the enthusiasm of employees through the design of incentive wage units such as dynamic wages and bonuses; In addition, different salary channels should be designed and opened so that employees in different positions have the same opportunities for promotion.

5. Affordability: The actual ability of the enterprise to pay must be considered to determine the level of salary, and the salary level must be consistent with the economic benefits and affordability of the enterprise. The increase in labor costs should be lower than the growth rate of total profits, and at the same time should be lower than the growth rate of labor productivity.

From two sides, first, from my side, and secondly, from your side! I hope that this student will try to think about such a simple question as much as possible, and the next time the question is in-depth, just like that, the teacher will continue to prepare for the lesson.

Heyi believes that: 1. The principle of fairness: the design of the salary system should be based on a reasonable job value evaluation.

, the personal salary matches the value of the position. 2. Incentive principle: performance-oriented, more work and more rewards, so that employees' income is closely integrated with the company's performance and personal performance.

3. The principle of competition: to do the investigation of the internal and external salary level of the market, and the salary level of the post with a large gap with the market level should be adjusted to a certain extent, so that the company's salary level has a certain degree of market competitiveness. 4. Economic principles:

Rational allocation and use of human resources, labor costs and the company's economic benefits to adapt.

As one of the sources of value distribution, remuneration should follow the following four principles. du

First, the principle of competitiveness.

According to the survey of the salary level of the ZHI market, the salary level of the position with a large gap between the DAO and the market level should be adjusted to a certain extent, so that the company's salary level has a certain degree of market competitiveness.

Second, the principle of incentives.

Break the rigidity of wages, enhance the flexibility of wages, and closely combine employees' income with company performance and personal performance through performance appraisal, so as to stimulate employees' enthusiasm.

3. The principle of fairness.

The design of compensation management focuses on the establishment of a reasonable value evaluation mechanism, and determines the final income of employees through performance evaluation under unified rules.

Fourth, the principle of economy.

Answer]: Basic method.

1) The benchmark position pricing method, that is, the market salary level of the benchmark position and the job evaluation results of the benchmark position are used to establish a salary strategy, and then determine the salary structure. The benchmark position pricing method can better take into account the external competitiveness and internal consistency principle of salary, and is widely used in the salary structure of enterprises with relatively standardized and strong market relevance.

2) Direct pricing method, that is, the salary of all positions in the enterprise is completely determined by the external market, and the salary structure within the enterprise is directly established according to the salary level of each position in the external market. This is a completely market-oriented approach to the design of compensation structure, which reflects external competitiveness but ignores internal consistency, and is more suitable for market-driven enterprises, where the acquisition of employees and the determination of compensation levels are directly linked to the market.

3) Set the salary adjustment method, that is, the enterprise sets the salary standard of the benchmark position according to the business situation, and then designs the salary structure according to the job evaluation results. The typical practice of enterprises to set salary levels is: first, set the highest and lowest salary levels; Then, use this as a benchmark to set the level of pay for other positions as appropriate.

The design of this compensation structure pays more attention to the principle of internal consistency and hidden files, but ignores external competitiveness, and is more suitable for organizations with a low degree of integration with the labor market.

4) The current wage adjustment method, that is, the salary structure of the original enterprise is adjusted or redesigned on the basis of the current wage. The essence of salary structure adjustment and training is the redistribution of employees' interests, and this adjustment will be subordinated to the needs of internal management of the enterprise.

Basic steps. The first step is preliminary preparation.

1.Agree with the boss on the project concept, principles and ideas;

2.Preliminary design of salary structure model and salary system model.

3.Preparation of project proposals and training documents for future kick-off sessions;

4.If you pay attention to efficiency, you can prepare the data of the job evaluation factor model in advance.

The second step is to start the project.

The third step is the design of the model of job evaluation elements.

The fourth step is to evaluate and classify the position.

The fifth step is to design the salary structure.

Combined with the salary survey data, complete the salary structure design, including the design of the post level and the salary level.

The sixth step is the design of the salary system.