Seeking a compensation management planning plan, what is a compensation plan?

The compensation plan generally refers to the design of the compensation system.

Generally, it includes the original Kaiyan rules of the program system design, the objectives of the Sidzu family, the scope of application, the object, the salary bandwidth of the bank, the salary grade, the salary structure, and the daily management of the salary (promotion, demotion, transfer, and distribution).

Compensation plan refers to the salary structure and compensation policy provided by the enterprise for employees to support the company's strategic goals and career development, while attracting and retaining talents, and improving employees' work enthusiasm and creativity. Compensation packages typically include the following:

Basic salary: refers to the basic salary that employees receive for their work, which is usually determined by factors such as the employee's position level and work experience.

Performance bonus: refers to the bonus set according to the employee's work performance, usually according to the employee's work goal completion, work quality, efficiency, innovation and other aspects of the evaluation, and according to the performance evaluation results to give the corresponding bonus.

Welfare: refers to the various indirect benefits and services provided by the enterprise for employees, such as medical insurance, social security, housing provident fund, health management, children's education, etc.

Subsidy allowance: refers to the additional salary set for some special circumstances, such as overtime allowance, meal allowance, communication allowance, transportation allowance, etc.

Long-term incentive plan: refers to the long-term incentive measures provided for employees, such as options, rewards, long-term performance bonuses, etc., to motivate employees to contribute to the long-term development of the enterprise.

Salary adjustment mechanism audit: refers to the mechanism for enterprises to adjust salaries on a regular or irregular basis according to market demand, business conditions, employee performance and other factors.

The principle of fairness and justice: It means that the compensation plan should follow the principle of fairness and justice, avoid discrimination in terms of gender, age, race, etc., and also consider the fairness of remuneration within the enterprise.

Salary design plan refers to the first reasonable, fair and transparent salary plan prepared by the enterprise according to its own strategic goals and human resource needs, so as to attract, motivate and retain employees, and improve their work enthusiasm and performance. Here are some of the basics and steps for a compensation design plan:

1.Determine the elements of compensation: Enterprises need to determine the elements of compensation according to their own business needs and human resources strategies, including basic salary, performance bonuses, benefits, options, etc.

2.Determine the proportion and distribution method of remuneration composition: Enterprises need to determine the proportion and distribution method of different remuneration elements, such as the proportion of basic salary and performance bonus, the type and distribution method of welfare benefits, etc., to ensure the fairness and reasonableness of the remuneration composition.

3.Set salary standards and grades: Enterprises need to set salary standards and grades for different positions and positions, and appropriately adjust salary grades and standards according to employees' work performance and market demand, so as to ensure the market competitiveness of salaries and employee satisfaction.

4.Design performance appraisal and reward incentive mechanism: Enterprises need to design performance appraisal and reward mechanism, and give corresponding salary rewards according to the work performance and performance level of employees, so as to improve the work enthusiasm and performance of employees.

5.Optimize welfare and welfare policies: Enterprises need to optimize welfare benefits and welfare policies, including health insurance, leave system, training and development, etc., to improve employee welfare and satisfaction, and enhance employees' sense of belonging and loyalty.

6.Maintain the fairness and transparency of the compensation system: Enterprises need to maintain the fairness and transparency of the compensation system, timely announce the salary standards and grades to employees, ensure that employees understand and agree with the compensation system, and avoid the occurrence of unfair compensation and employee turnover.

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.

The design of the company's compensation system includes the following steps:

Step 1: Job Analysis.

Step 2: Job value assessment.

Step 3: Position hierarchical.

Step 4: Post benchmarking.

Step 5: Calculate the sum of the level compensation.

Step 6: Calculate the annual and monthly salary.

Step 7: Five-level salary system of virtual permeable monthly salary.

Step 8: Difference source: fixed salary, performance salary setting.

Step 9: Design the salary of the marketing organization.

Step 10: Remuneration plan for financial personnel.

Step 11: Executive compensation package.

Step 12: Establish a salary management system.

Combined with consulting practice, we will share with you the design method of the "Eight Determinations" compensation system

1. Set goals. The design objectives of the compensation system are mainly determined in combination with the company's strategic and management requirements, as well as the total salary and the target value of human resources.

2. Principles. It is mainly to establish the framework principles of salary level, salary structure and incentive methods, such as the principle of being close to the market, the principle of combining short, medium and long-term incentives, and the principle of differentiation.

3. Define a strategy. The strategy to achieve the goal is mainly determined based on principles, such as following, leading, or hybrid.

4. Set the foundation and erect the town. Based on the current situation of the organization, sort out the job responsibilities, analyze the job and weigh the job value through the post value evaluation, so as to provide a basic basis for salary design.

5. Determine the level. Through external salary surveys and internal salary analysis, the fixed number of salary levels is determined.

6. Determine the structure. That is, to determine the composition of salary items, the proportion of fixed floating, bonus items and accrual methods, the proportion of allowances and benefits, etc.

7. Fixed broadband. Set the salary scale vertically and horizontally, and design the salary scale difference and salary scale difference and overlap ratio based on the current situation and the future.

8. Rules. That is, to clarify the salary grading standards, file standards, and salary adjustment rules, to achieve dynamic salary management.