How should I allocate my salary in the most reasonable way when I first join the company?

The ability to create the value distribution for the company is the most reasonable, the company does not raise idlers, you create value for the company, there will be a high salary.

According to the distribution of work, just arrived at the company, there is no performance, can only be judged by the degree of work enthusiasm and the arrangement of things to do well, look at the attendance sheet can also know who is the most diligent.

The ability to determine the most realistic, the higher the ability, the higher the salary, you can't do nothing, pay you a high salary, others will also have opinions.

The salary of the position is determined according to the company's positioning of the position, the company is to see what position to recruit whom, not to see who will give you what position, and the corresponding salary will be generated, just understand this.

People's views should look at the comprehensive, including: ability, education, position, personal quality, professional ethics, personal background, enterprise size, profitability, industry characteristics, department importance, value creation for the company, whether there is extra money and special welfare allowances, extra-professional gray income, etc., and there may be other factors.

The salary of the internship company is mainly based on your diploma, and your diploma is very important. That's why I don't stay. I entered with a colleague who also just graduated, just because he is a bachelor's degree and I am a junior college, and the difference in our salaries is 400 yuan.

The distribution plan can be determined according to the base number of units for the implementation of responsibility cost control unit benefit wage distribution. Generally, the base number is determined according to the three levels of special benefits, responsibility centers and non-responsibility centers for distribution.

As a lower level of education, you should look at the ability, isn't the diploma higher than me, as a higher level of education, think: let me have a salary level with junior high school, ah, I haven't learned in vain in the past few years, in fact, don't care so much when you just go in, capable people, everyone can see it, the key depends on how you run it.

According to the employee's professional ability, skill level, with reference to the original level of salary, it mainly reflects the contribution of the employee's accumulated labor.

When you first enter the company, of course, you have a diploma, because you don't have a job for the time being, you can't see your ability to work, if you are gold, you can shine although.

Different types of enterprises have different wage structure organizations, and the corresponding wage organization structure is set according to the situation of different types of work.

There are four main types of salary structures in companies:

The first is the performance-oriented salary structure, the performance-based salary system. The characteristic of this kind of Bi Chong salary structure is that the salary is calculated according to the recent labor performance, and the more work you get.

The second is the work-oriented wage structure and the post wage system. The peculiarity of this salary structure is that the salary level is judged according to the type of job and the job responsibilities, and the salary will also change according to the weight of the position in the company as a whole.

The third is the skill-oriented wage structure and the skill-based wage system. The peculiarity of this wage structure is that it is determined on the basis of the employee's ability and potential to work.

Fourth, the combined wage structure and the combined wage system. It is characterized by the breakdown of the work into multiple parts, and the different parts are based on factors such as performance, skill and training level, job title (or position), seniority and length of service.

Salary classification. Generally, the salary of employees of the company is divided into annual salary system and monthly salary system, and the annual salary system is generally implemented for middle-level managers and technical personnel, and the monthly salary system is implemented for other employees. Other common pay systems include the daily wage system and the piece rate system.

Under normal circumstances, the employee's salary consists of two modules: "basic salary" and "assessment salary". Basic salary, basic salary, post salary, various allowances, overtime salary, assessment salary, monthly assessment salary, quarterly assessment salary, annual assessment salary, daily salary or piecework system, employees shall be implemented according to other methods.

Everyone's salary distribution varies depending on the nature of the job, job level, working hours, and other factors, but generally speaking, the salary distribution of a company or organization includes the following parts:

1.Base salary. The basic salary refers to the salary paid according to the fixed standard during the specified working hours of the employee, which is the most important income of the employee**. The base salary is usually related to the employee's work experience, job responsibilities, and job level.

2.Performance-based pay. Performance-based pay is a reward issued according to the employee's work performance and the performance goals achieved, and the performance-based salary can be adjusted according to the employee's performance.

Institutional incentives through performance-based pay can encourage employees to focus on the results of their work and the value they bring, thereby improving the overall performance of the enterprise.

3.Perks & Benefits. Allowances and benefits include additional compensation and benefits for employees, such as meal and housing allowances, reimbursement of transportation expenses, medical insurance and other benefits.

These benefits and allowances can well meet the living needs of employees, and enhance employees' sense of belonging, thereby improving employees' work efficiency.

4.Year-end bonus. The year-end bonus refers to an additional reward issued by the enterprise to the employee at the end of each year according to the overall performance of the enterprise and the work performance of the employees. The year-end bonus is an incentive measure for employees, which can better improve the enthusiasm and enthusiasm of employees.

5.Equity incentives. Equity incentives are a way for companies to provide shares or options to employees as remuneration. Through the equity incentive system, employees can be motivated to identify more with the company, and let employees get more benefits in the company.

In addition to this, there are some other subsidies, such as holiday allowances, overtime allowances, study and training subsidies, etc.

For the problem that money is spent on **, the cost of individuals also varies from person to person. In terms of income distribution, we recommend that firstly, a part of salary income should be set aside as reserves, for example, it is recommended that 10% of income be saved every month in case of emergency; The second is rational consumption. Especially in life, we should develop a good habit of rational consumption and living within our means, and we should not spend all or most of our income on meaningless or unnecessary expenses, but should make careful calculations and save expenses according to our actual situation, so as to ensure the balance and safety of financial income and expenditure.

In short, in terms of salary distribution, enterprises and individuals should consider a comprehensive and reasonable allocation of income and expenditure to ensure both material and spiritual satisfaction.

When we receive our salary, we have to distribute it to meet our needs. Different people have different ways of distributing their salary income. ......For me, my monthly salary distribution includes three aspects: meeting the needs of myself and my family, using it for my hobbies and hobbies to make myself happy, and saving the money I have left over for my own savings.

1. For your own salary, you should first use it to meet the raw rubber activation needs of Liang Socks and your family. In your salary distribution plan, the first thing is to use your salary to meet the living needs of yourself and your family. ......This is your most basic need and the most important expense for yourself.

Only when you and your family have a comfortable and stable life can you feel comfortable and happy, and your life will be happy. 2. I have to take out part of my salary every month for my hobbies and hobbies to make myself happy. Everyone has their own interests and hobbies, and this is the best way to make yourself happy.

Therefore, I will use part of my salary for my own hobbies. ......Of course, the proportion of this part of the cost in their salary distribution is very low, on the one hand, because their hobbies do not cost much, and more importantly, they do not want to spend too much money in this area and affect their lives. 3. For the balance of salary, I will save it as savings.

When you have allocated the expenses of your salary, you will save the rest as your own savings. ......This part of the savings is to prepare for future emergencies. With this part of the savings, your life will be more secure, and you will be more at ease, so that your life and work will be more stable, and you will feel more down-to-earth.

Wage distribution system, purpose: Improve the company's distribution mechanism, establish an efficient, fair and commensurate salary system that adapts to the socialist market economy, encourage employees to work actively, and promote the common development of the company.

2. Scope of application This system is applicable to employees who have signed labor contracts with the company.

3. Salary structure 1 Basic salary The basic salary is determined by the general manager's office 2 Post rank salary 2 1 The company's three series of positions: work series, sales business management series, management technology series 2 2 Each series are based on the nature of job responsibilities or skills, ability to set up a number of post ranks, and stipulate the corresponding salary coefficient range, each post level through the post evaluation to determine the post rank salary post rank salary base post rank salary coefficient.

3 Bonus 3 1 The bonus of each department is calculated according to the corresponding bonus assessment case 3 2 The bonus degree award, quality award, safety award, saving award, sales award, project award, etc. shall be determined by the general manager's office according to the relevant system, assessment case or the actual situation of economic work.

4 Subsidies and Allowances Retaining price subsidies and subsidies for ethnic minorities are retained.

Wage distribution system I. Purpose This system is formulated in order to improve the company's distribution mechanism, establish an efficient, fair and legal salary system that adapts to the socialist market economy, encourage employees to work actively, and promote the common development of the company and individuals.

2. Scope of application This system is applicable to employees who have signed labor contracts with the company.

3. Salary structure 1 Basic salary The basic salary is determined by the general manager's office.

2 Post rank salary 2 1 All positions in the company are divided into three series, namely: worker series, sales business management series, management and technical series. 2 2 Each series is set up according to the nature of job responsibilities or different skills and abilities, and the corresponding salary coefficient range is stipulated.

The level of each position is determined through job evaluation. Post rank salary post rank salary base Post rank salary coefficient.

3 Bonus 3 1 The bonus of each department is calculated according to the corresponding bonus assessment plan. 3 2 Other one-time bonuses, such as annual awards, quality awards, safety awards, saving awards, sales awards, project awards, etc., shall be determined by the general manager's office according to the relevant systems, assessment plans or the actual situation of economic work.

4 Subsidies and allowances Defare allowances, one-child allowances and ethnic minority allowances are retained.

Remuneration refers to the various forms of payment that a company's employees receive as a result of their work, including salaries, bonuses, bonuses, commissions, allowances, etc. in the form of direct money, as well as insurance, vacation, etc. in the form of indirect money.

When designing a compensation strategy in any situation, the question is not just what the company pays its employees, but what they produce. That is, the company's compensation strategy design will be based on the basic criteria of employees' value, contribution and performance to the organization.

Compensation strategies must be designed to reflect or help clarify the culture of the organization. Therefore, we consider that team-based factors will be fully considered in our compensation strategy, while building a team and collaborative spirit, and that we will be paid on an individual basis, which will indicate that the organization will also value individual behavior and individual performance.

Therefore, through the company's position setting, the company's internal organizational structure and management process are optimized; Rational allocation of human resources to improve the efficiency of employees; Establish a salary distribution system to realize the innovation of salary incentive mechanism. Only by establishing a modern enterprise human resource management system with post management as the core can we continuously enhance the core competitiveness of the enterprise.

The design of salary strategy is the structural adjustment of salary, insisting on tilting towards senior management, high-tech and senior marketing talents, reflecting the principle of marketization of labor force and income can increase and decrease, reasonably widening the income distribution gap, and ensuring that all kinds of talents get remuneration suitable for their labor and contribution.

In short, the salary plan will grasp the following aspects, in order to establish a salary operation model that is in line with the company's actual business development environment to support the company's career development:

More work, more rewards, clear rewards and punishments, equal treatment, so that each employee's pay is not in vain, and the monthly salary is equal to their pay.

Wages are a measure of each person's own value.

The management foundation of international advanced enterprises has experienced nearly 100 years of construction and development, it is with a solid management foundation, their various advanced management ideas, management concepts, business strategies can play a role, and many of our enterprises are still in their infancy, some are even a blank, so the introduction of learning has become for the introduction of learning and learning, has become a management fashion show, without a solid foundation work, any advanced management model not only can not play a role, On the contrary, it has become a burden for the development of enterprises.

The success of the enterprise depends on the first one year, the success of ten years depends on the product, and the success of the company depends on management for a hundred years.