Ask for a salary plan! Design of compensation packages

Summary. 4) Salary structure design.

The design of the salary structure includes the fixed float ratio, the content of the salary, the difference and the width.

Design of compensation packages

This will help you find it again, please don't worry and don't worry, this will help you solve it, or go and explain it to you and see how to do it.

It is necessary to establish a complete salary system, I have the functions of each position, and each position is also divided into three levels: junior high school and high school, and I want to re-establish a salary system.

From this part of the salary, you can motivate the morale of employees and revise their own code of conduct.

1) Clarify the concept of salary.

Compensation design should support business strategy and talent planning, and every employee should understand what the rules of the game are for company payroll.

2) Get internal fairness.

The salary inversion of new and old employees can be said to be a social problem, although there is no perfect solution, but there are some means to adjust the contradiction.

3) Deal with external competitiveness.

A high salary will naturally attract most of the outstanding talents, but after all, most companies do not have such conditions.

4) Salary structure designThe salary structure design includes the fixed float ratio, salary content, grade difference and width.

5) Salary filing implementation After the salary structure design is completed, the next step is "job value evaluation". When setting salaries based on ability, enterprises are required to establish a reasonable ability and quality evaluation mechanism.

6) If the company does not have a performance management policy, we should set aside a performance interface when we do salary reform.

7) It is difficult to keep increasing the compensation of benefits matching, so allowances and employee care become the most effective supplements. How to design different forms and methods of rewards at the same cost to maximize the effect of benefits is a compulsory course for salary HR.

What are the salary structures? What are the competency assessment mechanisms?

What are the interfaces for performance.

Let's take a look at this, basically.

1. Clarify the strategic objectives of compensation

The design of compensation composition depends on the setting of the company's compensation target, so the premise of the compensation structure design is to clarify the strategic goal of the enterprise's compensation. The salary target will be different due to the characteristics of the industry in which the enterprise is located, the different stages of development of the enterprise, the choice of product and business competition methods and other factors, and the enterprise can clarify its own development strategy according to the influence of the following factors:

Second, the basic principles of building a salary system

1) The principle of fairness - this is the first principle of designing the compensation system and managing the compensation.

1.External Fairness 2Internal Fairness 3Self-fairness.

2) The principle of competitiveness - the salary level of the core talents of the enterprise should not be lower than the market average at least.

3) Incentive principle - embodies the principle of distribution according to work and contribution.

4) Economic principle - subject to economic constraints, the salary level and performance level of employees are limited.

5) The principle of legitimacy - in line with the laws and policies of the state.

3. Position analysis

Job analysis is the foundation of compensation design. The basic steps include: combining business objectives with business analysis.

On the basis of personnel analysis, clarify the relationship between department functions and positions; Then conduct job responsibility investigation and analysis; Finally, the preparation of the job description is formed.

Fourth, job evaluation

Job evaluation focuses on solving the problem of fairness of salary within the enterprise. By comparing the relative weight of various positions within the company.

Essentiality, deriving the rank sequence of positions. Job evaluation is based on the job description, and there are many ways for enterprises to follow.

own specific circumstances and characteristics, using different methods to carry out.

5. Market salary survey: solve the external competitiveness of salary design

6. According to the above analysis, determine the design of the company's salary plan.

His main works include: "Enterprise Wage Management", "Wage Management", "Enterprise Salary Manager Tutorial", "The Latest Wage Management Practice Book", "Profit Sharing and Labor Dividends", "Labor Cost Management and Handan Iron and Steel Experience", "The Concept of Establishing an Income Distribution System Compatible with the Modern Enterprise System", etc. If you want to be more accurate, you can log on to the list of talents to view the suitable plan.

It is advisable to hire a management consulting firm to do this.

Ideas: 1 Do a good job analysis and job value evaluation 2 Obtain local and national salary data 3 Calculate the data of the salary and income based on communication with the unit leaders 4 Calculate the salary scale 5 Broadband salary and the allocation of high, medium and low posts 6 Communicate with the middle level of the unit to get everyone's support.

The general arguments for the proposal can be easily made above.

How should the company's compensation be designed? Take a look at Ali's pay design, and you should be inspired.

Remuneration should play its due role, and salary management should achieve the following three goals: efficiency, fairness and legality. Achieving the goal of efficiency and fairness can promote the realization of salary incentives, and legitimacy is the basic requirement of compensation, because legality is the basis for the existence and development of the company.

1) Efficiency goals.

The efficiency goal includes two levels, the first level is from the perspective of output, the maximum value that compensation can bring to organizational performance, including all employee performance appraisals; The second level is to control the cost of compensation from the perspective of input. The essence of the compensation efficiency goal is to bring the most value to the organization with the appropriate compensation cost.

2) Equity goals.

The goal of fairness includes three levels, distributive fairness, process fairness, and opportunity fairness.

Distributive fairness refers to the fact that an organization should meet the requirements of fairness when making personnel decisions and deciding on various incentive measures. If an employee feels that they have been treated unfairly, they will become dissatisfied. Employees' perception of distributive fairness is determined by a subjective comparison of their work input and income, and in the process, they will also compare it with their past work experience, colleagues, peers, friends, etc.

Distributive fairness is divided into three aspects: self-fairness, internal fairness, and external fairness. Self-fairness, i.e., employees should be paid in proportion to their contributions; Internal fairness, i.e., employees in different positions in the same enterprise should receive remuneration proportional to their respective contributions to the enterprise; External fairness, i.e., pay for similar roles in the same industry, in the same region, or in different businesses of the same size, should be substantially the same.

Process fairness refers to the fact that when deciding on any reward and punishment decision, the decision-making standards or methods relied on by the organization conform to the principle of fairness, the procedures are fair and consistent, the standards are clear, and the process is open.

Opportunity fairness means that the organization gives all employees the same development opportunities, including the organization communicates with employees before making decisions, the organization takes into account the opinions of employees, the supervisor considers the position of employees, and establishes an employee grievance mechanism.

3) Legitimate Goals.

The legal goal is the most basic premise of enterprise salary management, and the salary system implemented by the enterprise is required to comply with the requirements of the laws, regulations, policies and regulations of the state, provinces and regions, such as not violating the requirements of the minimum wage system, statutory insurance benefits, salary guidance line system, etc.

For a long time, it has not been easy to carry out human resources work in enterprises. In the value chain of some enterprises, the role of the human resources department is often overlooked. The pressure on labor costs is increasing, and it is a good time for the human resources department to play a role in controlling costs and increasing performance.

So, in the face of salary increase pressure, how can HR departments help companies achieve profitability? In the final analysis, it is still necessary to fight a battle of talent strategy. It is necessary to do salary management in the following aspects.

Basic salary (50) + post salary (10) + performance salary (40) total monthly income.

For example: the employee's monthly income is 2500 yuan, and the basic salary: 2500 50 1250

Post salary: 2500 10 250

Performance salary: 2500 40 1000

What makes me think of this is to first determine how much the person earns in a month, and then how much each part of it is. It's a bit of a reversal.

The basic salary composition includes academic qualifications, positions, etc., and it is necessary to list what each grade is, and the salary of the post is also what is the level of each level. List this first, then the total.

For example: the salary of our company's employees, junior college students, the basic salary education is 800 + 200 (junior title). Then the post salary is 500 (ordinary staff), and then the performance salary is reported by the department manager according to the monthly completion of the business.

Other benefits: meal allowance and so on. Add all of them, and he gets at least 1500+ benefits (200-300) + performance every month.

Ask how attendance should be deducted.

How to deduct overtime wages.

Overtime pay cannot be deducted.

Question: Performance salary, such as 2000, basic salary 2500; The post salary is 500, so is the Shenzhen minimum wage standard: 2650 legal?

The main reference is to the 4321 law, which is to spend 40% of your income on housing and other investments, 30% on living expenses, 20% on bank deposits in case of emergency, and 10% on insurance.

In addition to the 4321 law, we also need to start with these six points.

A ration. 2. Daily expenses, including transportation, water, electricity, gas, mobile phone Internet access, sheep carts, pets and other trivial expenses.

3. Entertainment expenses.

For expenses such as eating, singing, entertaining, buying gifts, and getting married with friends, it is recommended to establish a social network**.

Fourth, the cost of dressing up.

Clothes, shoes, bags, skin care products, makeup, perfume and all kinds of small items that will make you want to stop.

Fifth, rent and mortgage.

Ideally, housing expenses account for 20% or 30% of the monthly income. It is best to invest 10% of the total income.