What is the compensation system of a decoration company? Including the designer s grade and salary p

For the design of the remuneration system of the decoration company, the following aspects can be considered:

1.Job classification: classify the positions of the decoration company and divide them into different positions such as designers, project managers, and construction workers, so as to facilitate the formulation of different salary plans.

2.Salary structure: Design a reasonable salary structure, formulate different basic salaries and performance bonuses according to the responsibilities and difficulties of different positions, and take into account factors such as welfare benefits, subsidies and allowances, overtime pay, etc.

3.Performance appraisal: The scientific performance appraisal system is designed to determine the performance of employees through the assessment of the quality of the designer's design plan, the project progress and quality of the project manager, and the construction efficiency and quality of the construction workers, so as to facilitate the calculation of performance bonuses and promotion levels.

4.Rank promotion: Formulate grade promotion standards, divide designers into different grades according to factors such as employees' work experience, skill level and performance, and give corresponding salary and promotion opportunities.

5.Industry reference: refer to the salary level and system of other decoration companies in the industry, so as to facilitate the formulation of a reasonable salary plan to ensure the company's competitiveness and employee satisfaction.

The following factors can be considered for the designer's grade and salary plan:

1.Work experience: Consider the work experience of the designer, determine the different levels of designers according to their working years and experience level, and formulate the corresponding salary scale.

2.Skill level: Consider the skill level of the designer, according to their skill level and professional ability, formulate the corresponding salary scale, and provide corresponding training and development opportunities.

3.Performance: Considering the performance of the designer, according to the quality and effect of the design plan, as well as customer satisfaction and other factors, the corresponding performance bonus and salary promotion opportunities will be given.

4.Market reference: Refer to the salary level and industry trends of designers in the market in order to formulate reasonable salary standards to attract and retain excellent designer talents.

In short, the design of the remuneration system of the decoration company needs to flexibly use various means according to the company's own situation and the needs of employees, so as to improve the salary level of employees and motivate employees.

The remuneration plan of the designer should be based on the designer's professional ability, experience level, performance and market demand, so as to formulate a reasonable, fair and transparent remuneration plan. Here are the general steps of a designer's compensation package:

1.Determine the salary basis: First of all, you need to determine the salary basis of the designer, including basic salary, performance salary, bonuses, benefits, etc.

2.Formulate a salary structure: According to the designer's position level and salary base, formulate a reasonable salary structure, including salary grades, salary levels and salary ranges.

3.Determine the salary standard: According to the designer's professional ability, experience level, performance and market demand and other factors, determine the reasonable salary standard, including the salary adjustment range and frequency of adjustment.

4.Set salary appraisal indicators: Set reasonable salary appraisal indicators according to the designer's work tasks and performance requirements, including design ability, innovation ability, project management ability and other indicators.

5.Determine the salary incentive mechanism: design a reasonable salary incentive mechanism according to the salary assessment indicators and salary structure, including performance bonuses, rank promotions, equity incentives, etc.

6.Supervise and adjust the remuneration plan: The designer's remuneration plan needs to be constantly supervised and adjusted to ensure that it is scientific, reasonable and effective, and it is also necessary to consider the financial situation of the enterprise and the manpower resource management strategy to ensure that the long-term interests of the enterprise and employees are balanced and protected.

b. The complaint is confirmed to the company's headquarters. In both cases, the 50% commission of the designer in the later stage will be cancelled. x0d x0a If the designer has any objection to the customer evaluation and work quality assessment, he can file an appeal with the branch manager within one week, and the department manager will go to the quality technology and economic department for verification.

x0d x0a promotion of the main material merchants must be "Jiuding Honorable Club" special franchisees. Main material range (furniture, sanitary ware, flooring, wall and floor tiles, lamps, air conditioners, curtains, sofas, floor drains, stairs, bathroom pendants, wallpapers, background audio, smart home, electric windows, switch panels, marble, granite, kitchen appliances, electric garages, geothermal heating, accessories, post-accessories, etc.). All designers must sign a contract with the customer for the main material, and if the customer is unwilling to sign the contract for the main material, they can also go to the "Jiuding Honorable Club" special franchisee to buy.

Account managers for each division. \x0d\x0a 2.Purpose of the system:

Under the premise of completing the work content of the account manager manual, only account managers who work hard, have a motivated degree of performance, have good moral character, and are dedicated can enjoy the following rewards. \x0d\x0a 3.Position Level:

The salary composition of interior designers is composed of basic salary plus commission, and the commission of general designers has a basic salary, and then the commission is generally 5% of each order for commission.

The salary of an interior designer is basically the basic salary plus commission, of course, the proportion of the commission may also change according to the different performance goals completed, and sometimes there will be additional rewards, basically these three parts, of course, the designer with strong ability can also have extra money.

Interior designer salary composition (three parts).

First, the basic salary. It is used to ensure that the company has a stable team of designers. According to the designer's experience, the salary can be high and low.

The average guaranteed salary in the Chinese market ranges from 1,800 to 4,500 yuan. If you have experience and level, the work unit pays more attention to it, and the salary will be higher.

2. Performance. According to the amount of work completed by the designer, the company will take part of the project money from the project as a commission to the designer according to a certain proportion to ensure the designer's work enthusiasm and design quality. Performance usually accounts for a large part of the salary, usually 3-8 of the project amount.

3. Extra money. Smart designers often have their own partners for decorative building materials and supporting facilities. The designer has won the trust of the customer in the design, recommended decorative materials and supporting facilities for the customer, and provided the designer with a certain percentage of the information fee, which is generally 10% or even higher of the turnover.

This part is the core of making money, and for some designers, it is usually kept secret. Some construction teams usually give designers a commission to get more projects and hand over projects smoothly. It's safe to say that the career of an interior designer is booming.

1. Salary composition ratio design.

1. Middle and senior business functions: 343 (fixed, quarterly performance appraisal, annual performance appraisal) 2. Business grassroots: 343

3. Functional grassroots: 532

The above proportion can be adjusted according to the actual situation of the enterprise.

Second, the commission adopts a ladder.

1-500,000, 51-1,000,000, more than 1,000,000.

The above proportion can be adjusted according to the actual situation of the enterprise.

The salary is determined according to different regions, different positions, educational backgrounds, and work experience, then you can go to the "China Salary Survey Network" to see, please consult customer service staff for details.

1. Establish a salary structure.

When using the information in the report to establish or modify the company's internal compensation structure, the following suggestions are made for the reference of the client company.

1) Determine the compensation strategy.

When determining a compensation strategy, it is generally necessary to consider the following questions:

Who competes with my company for talent?

What should be the level of compensation in the market for the company as a whole, or for a specific position?

What should be the proportion of the various components of the company's compensation as a whole, or for a specific position?

A company that competes with a client company for talent is also a company that belongs to the same business area as the client firm. The salary surveys conducted by China Salary Survey Network are conducted for a specific industry, which can provide the most targeted market salary information for the users of the survey report. When considering salary market positioning and compensation portfolio, the "Matching Analysis of Same-Industry Data in the Same Region" section of the report will provide you with important reference information.

Data Ratio Analysis in the Same Region and Industry" section includes three main parts:

the overall positioning of the industry market salary;

Functional Sequence Market Salary Comparison;

Market salary composition.

The average monthly salary of a decoration designer in the country is about 3,000 yuan per month, and the salary range is 1,500 to 4,500 yuan per month; In Beijing, the average monthly salary of Pingwangmo is about 3,600 yuan; The average monthly salary in Shanghai is around 4,200 yuan per month. Trapped slag hopper.