The relationship between salary structure and salary incentives, and the choice of salary structure

The scope of incentives is relatively broad, including material incentives and non-material incentives, and material incentives include salary incentives.

The role of remuneration is to reflect the guarantee on the one hand, and the incentive on the other.

Moreover, with the continuous improvement of enterprise management efficiency and the continuous innovation of salary management, more and more enterprises are emphasizing the incentive of salary, and by enriching the composition of the floating part of salary, increasing the incentive part linked to the completion of the goal. It should be said that through scientific and reasonable planning and design of the salary structure, strengthening the linkage and connection between reward salary and goals, can effectively promote individuals to achieve goals and obtain higher rewards.

The compensation structure can be divided into a compensation component structure and a salary scale structure. The characteristics of compensation incentives are analyzed from these two aspects.

The salary structure refers to the composition of employee salary, such as: employee salary = basic salary + performance commission + profit commission + quarterly bonus + annual bonus + dividend. Salary incentives are designed to make the salary structure motivating.

For example, when the employee's salary is composed of high base salary + low commission, the employee's initiative is very low, but if it is adjusted to low base salary + high commission, at this time, the employee is willing to pay more for more work, which also motivates the employee's initiative, which is a salary incentive. There is a lot of practical content on the Astronomy and Business Public, you can refer to it.

Developing a reasonable compensation structure needs to start from the following aspects:

1.Consider the market** and competitors: First of all, you need to understand the remuneration of Picha market** and competitors, understand the salary level of the same position in the same industry, and formulate the company's salary structure on this basis, and consider the company's financial ability and overall compensation expenditure.

2.Determine the level of position and the value of the job: According to the company's organizational structure and personnel distribution, determine the level of different positions and the value of the work, and on this basis, formulate the salary level and scope of different positions.

3.Consider performance incentives and benefits: Performance incentives are an important means to motivate employees to realize their potential and create value, so it is necessary to consider incorporating performance incentives into the compensation structure, including performance bonuses, equity incentives, etc.

At the same time, the benefits are also an important means to attract and retain talents, and it is necessary to consider including benefits in the salary structure and grasping the audit, including insurance, benefits, annual leave, etc.

4.Transparent and fair salary structure design: The salary structure design should be transparent and fair, so that employees can clearly understand their own salary composition and salary level, and can understand the company's compensation management policies and systems, so as to enhance employees' sense of participation and belonging.

5.Continuously optimize and improve the salary structure: The salary structure needs to be continuously optimized and improved with the development of the company and the needs of employees, and adjusted and optimized accordingly according to the actual situation and market changes, so as to ensure that the salary structure is consistent with the company's strategy and business goals, and at the same time can attract and retain excellent talents.

First, make the compensation structure in line with the thinking model of human resource management.

When formulating the salary structure, it needs to be adapted to the organizational structure of the enterprise, job allocation, job system, workflow design, job analysis and job evaluation. Build a good platform for determining the salary system, etc. At the same time, attention should be paid to the construction of other human resources systems to match the new salary system.

Second, establish a broadband system of graded salaries and remuneration to make the salary structure conform to the salary policy of the enterprise. The so-called hierarchical salary broadband system, that is, in the organization with a small number of large span of salary range to replace the original number of salary level span range, the original ten or even twenty, thirty pay levels compressed into several levels, cancel the original narrow salary level brought about by the obvious grade difference between the work.

Third, improve the design of performance-based pay and link the salary structure with employee performance. Its main features are as follows: the same position, the basic salary is the same; When the performance of different people in the same position is inconsistent, the performance salary is different; The terms and conditions of the same position are the same; The salary scale of people with different qualifications for the same position can be adjusted.

In this way, the performance of the organization is promoted by motivating individuals to improve their performance.

Compensation is the driving force that motivates employees to create greater value. A reasonable salary structure can really play a role in motivating salary incentives and improve employees' enthusiasm and subjective initiative. A salary system with a reasonable salary structure and good management can retain excellent employees, eliminate poor performance employees, improve the overall competitiveness of the enterprise, and then promote the improvement of the economic benefits of the enterprise.

It can be seen that the salary structure is the key to realize the incentive role of the salary incentive system.

Hello, the idea of choosing the salary structure is as follows: The first category: The selection and establishment method of the salary structure of the operation and management category This category can be divided into four subcategories, that is, the salary structure of the senior line supervisor and the middle line supervisor of each enterprise is not the same, depending on the salary strategy.

Compensation for each part of the compensation structure has a different role. The usual salary structure = post skill salary + performance salary + seniority salary + bonus + allowance + subsidy + welfare 1, post skill salary according to the results of the job evaluation to determine the initial level of each position, according to the business characteristics of different positions, with reference to the staff skill factors and the responsibility of the post, to determine the respective salary level of the god, reflecting the intrinsic value of the post and the employee skill factor 2, the performance salary is paid according to the performance of the employee, and each company has a performance plan to calculate the performance salary. 3. Seniority and salary reward employees for their time in the company.

There is an incremental value for each additional year of entry of general employees. 4. Bonus refers to the excess labor remuneration paid to employees and the labor remuneration for increasing income and reducing expenditure. There are many types of bonuses, and the direction of rewards for different sequences of positions is also different.

The incentive coefficient in the compensation incentive mechanism refers to the coefficient used to calculate the actual remuneration of employees, which is usually the weighted average of the employee's performance appraisal results and the company's overall performance appraisal results. The incentive coefficient can reflect the work performance of employees and the performance of the company, which is of great significance for the salary incentive of employees.

The formula for calculating the incentive coefficient is usually as follows:

Incentive coefficient = the weight of the company's overall performance appraisal results The company's overall performance base + the weight of the employee's individual performance appraisal results The employee's individual performance base.

Among them, the weight of the company's overall performance appraisal results refers to the proportion of the company's overall performance to the employee's compensation, the weight of the employee's individual performance appraisal results refers to the proportion of the employee's individual performance to the employee's compensation, the company's overall performance base refers to the company's overall performance level, and the employee's individual performance base refers to the employee's individual performance level.

Therefore, the calculation method of the incentive coefficient should be reasonable, fair and transparent, and can reflect the actual work performance of employees and the overall performance level of the company. At the same time, when formulating incentive coefficients, the differences between different positions, different ranks and different regions of employees should be taken into account to ensure the fairness and effectiveness of the compensation incentive mechanism.

Answer]: According to the results of internal job evaluation and external salary survey, enterprises can determine the "bandwidth" of each level of salary, and set the upper and lower limits of each level, that is, the highest and minimum salary that enterprises are willing to pay. This requires attention to two indicators, namely the fluctuation and the midpoint of each level of pay.

The midpoint is determined by the market's compensation level and the company's compensation strategy, reflecting how much well-trained employees should be paid when their work meets the required standards.

1.Determine the amount of broadband. Businesses determine how many pay bands to use, and there is usually a cut-off point between these pay bands. The requirements for the skills and abilities of each salary broadband are.

Distinct. 2.Determine the range of compensation fluctuations within the broadband. According to the data of the salary survey and the results of the job evaluation, the floating range and grade difference of each broadband are determined, and at the same time, in each broadband, each business is called early and.

According to the market salary situation and job evaluation results, the functional departments determine different salary levels and levels.

3.Horizontal job rotation within broadband. The increase in salary in the same broadband is similar to the increase in salary at different levels, and in the same salary broadband, a cross-departmental mobility mechanism for employees in different businesses and functional departments is established to enhance the adaptability of the organization and improve the ability to think and solve problems from multiple perspectives.

4.Do a good job in job qualifications and salary ratings. Although there are many advantages to broadband compensation, labor costs are likely to rise significantly because companies have more freedom in deciding on employee compensation. For.

In order to effectively control labor costs, while establishing a broadband salary system, it is also necessary to build a corresponding qualification system, clarify salary rating standards and methods, and create a performance- and ability-oriented corporate culture.

For example, part of the basic salary is based on the value of your position, and some companies will set up seniority salary, based on the number of years of continuous service to the enterprise, performance salary, based on the efficiency and effectiveness of your work during the assessment cycle, year-end bonus, long-term incentives, etc. Note that from the perspective of position, the salary structure of senior managers and junior employees is different, and from the perspective of job sequence, the salary structure of marketing and technology is also different. The x0d x0a salary system is more complicated, first of all, it involves the company's salary strategy, such as the salary level strategy, foreign companies usually adopt a leading salary strategy, I am willing to spend more money to hire better people, there are also lagging types, that is, the salary level is lower than the industry average, and the general private company will feel that as long as someone does it.

Of course, within the same enterprise, the salary level strategy is not necessarily the same, for example, the management level, or the core position of the personnel, may be leading, ordinary, or following, or lagging type. The compensation structure strategy is what we talked about above. The design and implementation of the x0d x0a compensation system includes job value evaluation, salary design (payment basis setting), performance salary design, industry salary survey, welfare design, etc.