According to the enterprise's own situation, construct its own salary composition.
According to the actual situation of the enterprise and the requirements of the future development strategy, different salary categories should be adopted for different types of personnel. For example, the senior managers of an enterprise can adopt the annual salary system linked to the annual operating performance, the management sequence personnel and technical sequence personnel can adopt the post skill salary system, the marketing sequence personnel can adopt the commission salary system, and the personnel urgently needed by the enterprise can adopt the special salary system.
The composition factors of salary reflect the content that enterprises pay attention to, so adopting different strategies and paying attention to different aspects will form different salary compositions. When considering the composition of salary, enterprises often consider the following factors comprehensively: first, the rank of the position in the enterprise, second, the rank of the position in the enterprise, third, the skills and qualifications of the employees, and fourth, the performance of the position, which correspond to different parts of the salary structure respectively.
2. How to establish the operating system of salary management system?
This is the guarantee of the good operation of the enterprise salary management system, and it is also a vital link in the establishment of the salary system. Simply put, the operation of the salary management system mainly includes three aspects: salary management process, salary management system and salary management form. The three aspects are interlocking and indispensable.
Salary management process is mainly composed of salary management process summary, flow chart and flow description, and various salary management forms supporting it.
"Salary management system" is the key guarantee for the operation of the above system, which generally includes the following major parts:
(1) General Part: Basic principles that should be adhered to in salary design and management.
(2) Division of responsibilities in salary management: refers to which institutions may be involved in the later salary operation process to affect the whole salary operation process.
Determination of Grade A structure and final examination and approval of adjustment
B company's goals, salary goals and strategies.
Permission of salary decision
(3) Description of salary strategy
(4) How to determine the position of employees in the salary bandwidth?
(5) Handling of abnormal situations in salary management
(6) Calculation and payment of wages
In a word, a healthy and effective salary management system should not only meet the strategic needs, give consideration to internal and external fairness, save costs, and have efficient structural design, but also consider the overall operation system design of the salary management system, and formulate corresponding process systems to solidify it, so as to make the overall salary management system run effectively for a long time.