Introduction: A well-designed and satisfactory salary system is the most important means for enterprises to mobilize the enthusiasm of employees. The following is the design scheme of the company's salary management system I brought to you, hoping to help you.
In order to strengthen the unified management of employees' salary, reasonably design the salary structure and determine the salary standard, and help supervisors at all levels to further understand the implementation method of the salary scheme, so that employees' labor can feel the embodiment of self-worth through reasonable return of salary, thus promoting the continuous development of management responsibilities in enterprise management.
(1) The Human Resources Department is responsible for the planning and formulation of the company's salary policy. It is necessary to do a good job of investigation and analysis, optimize the company's salary management, and gradually improve the salary system.
(II) Labor Wage is responsible for the specific implementation of employee wage policy, and according to the provisions of policies and systems, the salary level of employees and the specific matters of salary adjustment are approved, the monthly payroll of employees is made, the working contact with finance is strengthened, and the salary payment is well done.
(3) The financial management department focuses on fund management, strictly implements the salary policy, establishes an independent salary management financial subject, strengthens the budget, and correctly reflects the use.
(IV) The general manager of the company is responsible for examining and approving the salary policy plan and supervising its implementation.
Overall salary design
(1) explanation of total compensation
The total salary is the total labor cost of the company and its subsidiaries on the basis of fully completing the annual business plan and objectives, and it is also the standard of the company's annual labor cost control, which is comprehensively determined according to the company's business development strategy, annual objectives, operating efficiency and other factors. If the company and its subsidiaries exceed the annual target, the performance pay for the excess payment shall be stipulated separately.
(B) the composition of total remuneration
The total salary of the company consists of the following six parts:
Total remuneration of senior managers
2. General Manager Fund
Step 3 keep your salary
4. Insurance benefits
5. Special post allowance
6. Total disposable salary of employee compensation design
(A) the salary structure of employees
Total wages include basic income and other income. Basic income includes basic salary, basic performance salary and super performance salary, and other income includes allowance, welfare and insurance. Basic performance pay and super performance pay constitute performance pay.
(ii) Other income
Other income refers to the sum of allowances, benefits and insurance. All employees have other incomes, but the contents are not necessarily the same, and some items are the same, such as pension insurance, unemployment insurance, medical insurance, working meal subsidies, etc. Some projects can only be paid for certain positions, such as special allowances. Other income of each employee shall be examined and approved by the Human Resources Department according to the policies and regulations of the Company's Welfare System Design Plan.
(3) Basic income
1. The basic income of employees consists of basic salary (accounting for 60% of basic income) and basic performance salary (accounting for 40% of basic income).
2. The assessment basis of basic salary is attendance.
3. The assessment basis of basic performance pay is work objectives (tasks).
(D) Excess performance pay
This is commonly referred to as bonus, which refers to the reward due to the excess part beyond the current work goal (task).
(5) Example of employee salary payment and policy explanation.
Suppose an employee's other income (allowance, welfare, insurance) is 200 yuan; Basic income 1000 yuan, including basic salary 600 yuan (60% of basic income) and basic performance salary 400 yuan (40% of basic income); 300 yuan, the approved performance salary for overloaded work in the current month.
1. Employee's monthly salary is:
Other income+basic income+excess performance salary =200 yuan+1000 yuan +300 yuan = 1500 yuan.
2. If the employee completes the task of the current month but does not exceed the output, the salary is: other income+basic income =200 yuan+1000 yuan = 1200 yuan.
3. If the employee completes the tasks of the current month, it will be deducted from the basic performance salary according to the unfinished workload, and 400 yuan will not be deducted at most.
4. Due to lack of business or power failure, employees of the company have a holiday for one month, and other income 200 yuan and basic performance salary 400 yuan of that month are stopped, and employees can only receive basic salary 600 yuan of that month.
5. Other deductions and other rewards of employees are not calculated above. Employees who have absenteeism or disciplinary action should be deducted from the total salary of the month; Similarly, if employees make other special contributions, such as rationalization proposal awards, they should also be paid according to regulations.
Company salary management system design scheme 6
Design of employee's basic income
The basic income of employees refers to the basic salary of employees. Only when the basic salary is determined can the basic salary and performance salary of employees be determined in proportion. At the same time, the approval of basic salary is related to the vital interests of every employee, and it is also the most concerned and sensitive part of the salary system, which needs to be studied and designed emphatically.
The basic salary of employees can be divided into three series, namely management post series, technical post series and operation post series; Each series can be divided into four different series; Each different category is divided into three different levels according to the intensity of work, as follows:
(A) management position series basic salary setting table
(2) Basic salary setting table for technical post series
Related instructions
1. Intensity is classified by workload or labor intensity. 2 categories are classified according to job responsibilities or technical level.
3. The annual salary system of senior managers above the general manager is not in the scope of this design, but the monthly advance salary can be paid according to the highest level of the management post series and summarized at the end of the year. Job analysis of employees
Job analysis is the premise of determining employees' basic income (basic salary). Job analysis is also the basis of post setting, personnel recruitment and performance appraisal, and it is an important work before job evaluation. The main output of job analysis is job description.
(A) the main content of job analysis
1. Effectively breaks down all the work in the organization.
2, determine the job responsibilities, tasks, permissions and various relationships within the organization.
3. Determine the performance indicators of the position.
4. Put forward the basic requirements of the post holder.
(B) the elements of job analysis
1. What: Analyze the specific responsibilities of the post.
2. Why: Analyze the specific purpose of post setting.
3. Where to do it: analyze the working environment, working place and other factors.
4. When: analyze the working time and frequency;
5. Who will do it: What kind of quality people will do the analysis?
6. Who: clarify who this position is responsible for and the background of the work;
7. How to: Analyze workflow and working methods.
Employee position evaluation
Job evaluation is a technique to systematically measure the value of a position in the whole organizational structure.
1. Establish the position system of the enterprise: clearly divide the position level, which is convenient for understanding the relationship between positions and conducive to scientific recruitment and employee promotion.
2. Establish a fair salary system; Fairly adjust the salary difference between organizations; Fairly reflect the input and contribution of employees to the enterprise; Compared with similar positions outside the enterprise, fair competition.
3. Establish a position development system: through the establishment of a position structure system, establish a development plan for each position series, cooperate with performance management to establish a promotion channel for employees with outstanding performance, and adjust employee salaries.
(A) factors affecting the adjustment of employees' wages
The Human Resources Department will adjust the salary of employees in time according to the occurrence of the following factors, as follows:
1. When the education and qualifications of employees change;
2. Adjustment caused by performance appraisal results;
3. Adjustment and change of employees' job responsibilities;
4. When the company's organizational structure undergoes major adjustment and personnel reorganization;
5. Special salary adjustment approved by the general manager in writing.
(b) Pay adjustment for employees with high academic qualifications
In order to meet the challenge of the era of knowledge economy, accelerate the change of the knowledge structure of employees, encourage employees to study on the job and attract highly educated talents to join, the company has specially implemented the salary allowance system for highly educated employees, which is 1. Under the initial approved salary benchmark, the employee will pay the following graduates an allowance, which will be paid monthly in the salary:
(1) Master degree or above will be subsidized to 200 yuan every month.
(2) The monthly allowance for those with bachelor degree is 100 yuan.
(3) The monthly allowance for college graduates is 50 yuan.
2. The Human Resources Department should do a good job in verifying the graduation certificate (original) when handling the allowance for highly educated personnel. 3. When an employee needs to adjust his salary due to the change of educational background, the procedure is as follows: (1) The employee fills in the employee salary adjustment report.
(2) Submit the salary adjustment report and education certificate to the Human Resources Department of the company for review.
(3) After being audited by the Human Resources Department, return the academic certificate and leave a copy, sign the opinion on the salary adjustment report and report it to the General Manager for approval.
(4) After the approval of the general manager, the Human Resources Department will confirm and notify the financial supervisor in the monthly salary change report.
(3) Adjust wages according to the qualifications of employees during their employment.
In order to promote employees' love for the company and enhance the cohesion of the team, the company implements the salary and allowance system for senior employees.
1. Anyone who has worked in the company for more than one year will receive a monthly salary increase of 20 yuan from the second year, and a salary increase of 20 yuan every year thereafter.
2. Anyone who rejoins the company after leaving the company will not be counted as the previous length of service, and the length of service will be recalculated as the new employee.
3. Employee's sick leave, personal leave, maternity leave and full leave without pay do not affect the calculation of continuous division of length of service. However, the one-year holiday should be deducted from the length of service.
4. I don't need to apply for the salary adjustment of the company's length of service. The human resources department of the company will make a form directly according to the due time and report it to the general manager for instructions before implementation.
(D) the adjustment of employee performance appraisal to salary
What the company needs is competent employees who can complete their tasks. Through the performance appraisal, the company will give employees who have overfulfilled their tasks extra performance pay, which will be strongly recognized. For those who cannot complete the task, in addition to withholding the basic performance salary as appropriate, the company will also deal with it according to the following provisions as appropriate:
1. If the task cannot be completed for three consecutive months, the basic salary of employees will be reduced by one level.
2. If the employee can finish the work tasks continuously in the next three months after the first-level salary is reduced, the original salary level of the employee should be restored.
3. If the employee continues to fail to complete the work task after the basic salary is reduced by one level, the company will adjust the position of the employee.
4. If the employee can't complete the task of the new position within three months after the post adjustment, the company will dismiss the employee.
(five) when the post responsibilities are significantly adjusted, the salary adjustment shall be carried out according to the following procedures:
1. The salary adjustment report is prepared by the employee's department and submitted to the human resources department of the company;
2. Re-evaluate the position.
3. The evaluation results are integrated by the Human Resources Department.
4. The Human Resources Department will communicate with the department heads of employees and confirm the evaluation results and salary level.
5. It shall be examined and approved by the deputy general manager in charge of the employee's department.
6, reported to the general manager for approval before implementation.
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