The contents of Wal-Mart's salary management are as follows:

Wal-Mart has nearly 411,111 employees. Companies treat employees not as "employees" but as "partners" and "colleagues". The company stipulates that all subordinates should be called "colleagues" instead of "employees". The company's concern for employees' interests is not just verbal or a few slogan-style corporate culture theories, but a set of detailed and concrete implementation plans.

Wal-Mart's salary system is: fixed salary+profit sharing plan+employee stock purchase plan+loss reward plan+other benefits. Wal-Mart does not regard employees as employees, but as partners. Therefore, all the human resources systems of the company embody this concept, besides allowing employees to participate in decision-making, a unique salary system is also implemented.

Wal-Mart's fixed salary is basically at a low level in the industry, but its profit sharing plan, employee stock purchase plan and loss reward plan play an important role in the whole compensation system.

1. Fixed salary: The basic salary of basic employees of Wal-Mart is at a low level. With the promotion of the position, the salary is also increasing. The salary of employees is divided according to the city level. The salary of grassroots employees of Zhengzhou Wal-Mart is about 1,311 to 1,511, including basic salary+attendance award+five insurances and one gold+assessment. The basic salary of supervisors is about 2,511 to 4,111. ?

2. Profit sharing plan The profit sharing plan refers to the overall organizational incentive plan for employees to get a part of the company's profits according to their work performance. Now, in addition to dividends, the sharing plan also includes employees buying corporate stocks. The profit sharing plan includes cash plan and deferred profit sharing plan. The cash plan is to share a certain proportion of profits as profits at regular intervals. The deferred profit sharing plan is that under the supervision and entrustment management, the enterprise deposits a part of the profits into the employee's account according to a predetermined proportion and pays it after a certain period of time.

personal profit distribution (comprehensive method): the company reserves it according to the profit situation and a certain percentage of the employee's working experience.

payment method (deferred payment): when employees leave the company or retire, they can withdraw these deposits, and the withdrawal method can be cash or company stock. All employees who have joined the company for more than one year and have worked no less than 1,111 hours a year have the right to share part of the company's profits.

according to the profit situation, the company will set aside a certain percentage of employees' salaries, generally 6%. After being retained, it can be used to buy company stocks. Because the value of company stocks increases with the growth of performance, employees can get a considerable amount of cash or company stocks when they leave the company or retire. ?

3. Employee stock purchase plan. Employees in Wal-Mart purchase shares of the company voluntarily. Enjoy the right to buy shares at a price lower than 1.5% of the market value, which can be paid in cash or deducted from wages. This plan has been implemented since 1972 and belongs to the welfare of employees.

due to the appreciation of the company's stock, this plan has enabled many employees to accumulate a lot of wealth. Of course, those managers, including middle managers who have worked in the company for a long time, have accumulated more wealth, and many of them have become millionaires or even multimillionaires.

at present, wal-mart? 81% employees enjoy the company's shares and truly become shareholders of the company. However, about 21% of the employees are either not qualified or have not been in the company long enough, so they can't buy stocks. Therefore, Wal-Mart has also implemented many reward and bonus programs so that every employee can participate in the company's business as a partner. One of the most successful bonus projects is the so-called "loss reward plan", which best embodies the partnership principle of Wal-Mart.

4. The loss of the loss incentive plan is one of the most nerve-racking enemies in the retail industry. It refers to the difference between the recorded inventory and the actual inventory. It includes a small amount of loss caused by improper operation and a large number of goods stolen. In the retail industry, this loss reaches 2.% of the actual sales.

Although the theft rate of Wal-Mart's goods is relatively low among its peers, the total amount is considerable because of its large base, and it was as high as 6% in some stores. In 1981, Wal-Mart decided to implement the loss reduction sharing award-sharing the profits gained by the company due to loss reduction with its employees, that is, the company set a loss reduction goal, and if a store achieved this goal, the loss would be maintained within the company's goal.

generally speaking, every employee in this store can get a bonus, up to 211 dollars. The implementation of this award has achieved remarkable results. Because this practice establishes a mutual supervision mechanism among employees, and at the same time encourages employees to love themselves and respect themselves, reducing the occurrence of theft. The company shares the profits gained by the store from reducing losses with its employees. ?

5. Performance pay, the annual salary system that managers are linked to sales performance. The income of the store manager is directly linked to the sales performance of the store, and the good performance can exceed the income of the regional manager. The annual salary of managers above the region is linked to the performance of the whole company. Bonuses and equity awards are particularly outstanding in the work.

this income distribution system not only enables the store managers with good performance to earn more than the top managers, but also ensures that the top managers' overall income is higher than that of the grass-roots managers, which is conducive to mobilizing the enthusiasm of managers at all levels. ?

6. Work-attendance bonus for other benefits: Every employee should punch in at work on time within the specified working hours, and monthly work-attendance bonus will be given to employees who are on time or actively working, except deputy general manager and above. For unpaid leave, long sick leave or other invalid holidays, the work-study bonus will be deducted accordingly, and the full work-study bonus for the month will be cancelled if there is absenteeism.

double salary: the company gives full-time employees double salary at the end of the year, but employees must work on the day of double salary, and the amount of double salary is equivalent to the average monthly salary of employees this year. If the working time is less than one year, the company will pay double salary according to the actual working time of the employee, including the probation period, and will not enjoy double salary when leaving the company in the middle of the year. ?

subsidy: working meal subsidy, in which the company provides a working meal free of charge all day. If the employee needs to go out for business and does not return to the company for dinner, the employee can eat outside according to the maximum meal fee stipulated by the company, and be reimbursed by the invoice.

housing subsidy: according to local practice, different regions and different levels get a monthly subsidy. If the company provides accommodation, the subsidy will be cancelled.

night shift allowance: colleagues engaged in night shift work will receive night shift allowance every month, which is calculated according to the actual number of night shift days. The night shift allowance is part of the tax. If the employee is readjusted and does not need to work night shift, he will not enjoy the allowance. ?

overtime: if the average employee works more than 41 hours a week, the company will pay overtime, and the company can arrange the employee with the same amount of time off or work overtime hours according to the basic monthly salary X 12 X coefficient.

coefficient values are: 1.5 for ordinary working days, 2.1 for rest days and 3.1 for legal holidays. Employees who work in shifts are only given overtime treatment if they work more than 41 hours a week, and each employee has at least one day off every week. Employees need to seek the consent of the department head to work overtime. ?

Vacation: legal holidays, with office employees enjoying 11 days, and any other holidays stipulated by laws, regulations and the government. Employees working in the operation department will enjoy 11 days' vacation in one year, and the specific vacation time will be decided by the company. ?

annual leave: employees who have worked continuously for 12 months are entitled to paid annual leave, which cannot be accumulated or transferred to the next year. Under special circumstances, with the approval of the department manager, management employees can take 11 days of annual leave, ordinary employees can take 7 days of annual leave to the first quarter of next year, and the rest will be cancelled.

part-time, temporary workers can only calculate their annual leave from the day they become full-time employees. ?

Travel leave: Travel and travel expense reimbursement is only applicable to cities specified by the company. Travel leave lasts for consecutive days. According to the parents' and spouses' household registration, employees need to pay their own fares first and return to the company for reimbursement. ?

marriage leave: employees who have worked for one year at the time of marriage are entitled to 3 to 7 days of marriage leave according to the requirements of government regulations. Marriage leave must be collected within six months after registration. ?

maternity leave: female employees enjoy statutory maternity leave, and paid holidays for pregnancy, childbirth and lactation are handled in accordance with relevant government regulations. Normal childbirth is 91 days, and dystocia is 121 days. Pregnant female employees should inform the company as soon as possible, improve the pre-delivery certificate, and not be assigned to unsuitable posts, and their working hours should not exceed normal working hours. ?

Funeral leave: 3 days paid leave for family members. ?

medical benefits: employees can declare 81% or the upper limit of outpatient fees stipulated by the company after submitting the invoices of state-owned hospitals recognized by the company. Special medical expenses for injection, laboratory test, ultrasound and X-ray are fully reimbursed by the company according to the amount stipulated every year. If an employee is sick on a working day, he must call the department head for sick leave before going to work or no later than 15 minutes before going to work.

Hospitalization medical benefits: The company provides hospitalization medical benefits for employees who are hospitalized due to illness, and the hospitalization period does not exceed three months every year. ?

Travel entertainment expenses: reasonable expenses such as accommodation, catering, transportation and other expenses incurred by employees on business trips are reimbursed by the company. ?

Wal-Mart establishes a partnership between employees and enterprises through profit sharing plan and employee stock purchase plan, which makes employees feel that the company is their own and the income depends on their own efforts, so they will care about the development of enterprises and work harder.

However, this salary system also has limitations. For those employees who have not solved the problem of food and clothing, they are more concerned about the immediate fixed salary than the future income. For mature enterprises, the increase of profits and the appreciation of stock value mainly do not depend on the efforts of employees, and the potential of stock appreciation is very small, which will make the profit sharing plan and employee stock purchase plan not bring much benefit to employees.