1. Mutual investigation between enterprises. According to the position to be investigated, we can know the salary information of enterprises in similar positions in the same industry or other industries. In the process of implementation, we can obtain relevant information directly from external enterprises that maintain good relations, or through unofficial channels. In order to realize the sharing of information resources, some enterprises will also establish some informal organizations among enterprises to exchange and share information including salary information on a regular basis, so as to realize the intercommunication of information.
2. Obtain salary data through recruitment. In the recruitment process, human resource managers will inevitably come into contact with the salary information of the enterprises where job seekers have worked, and they can collect this information for reference. In addition, in the recruitment information published by various information on major recruitment websites, salary positioning and interval description information are also of great reference value. If a lot of data is collected, we will also see the salary range distribution of the investigated position after using frequency analysis.
3. Conduct salary survey through professional organizations. When it is difficult to obtain systematic and reliable data through other channels, it is also a common way to entrust a professional human resources consulting company to conduct an investigation, which requires certain funds, but relatively speaking, it is better to obtain professional and systematic data. In addition to payment methods, some organizations will regularly publish free salary reports, which can be collected and used.
4. Collect social public information. Government departments, relevant associations, societies, etc. Salary survey data will be provided regularly, which can often be obtained through public channels, but this method is not targeted.
5. Issue salary information of questionnaire survey. For specific job groups, pay questionnaires are distributed, and the collected information is analyzed to obtain more accurate pay information.
In the actual operation process, it is often used in many ways, and the information collected through different channels also plays the role of mutual confirmation and reference, which increases the credibility and reference value of information.
First, in the salary design, we must first conduct salary research. (See the above method for details)
Second, determine the purpose and strategy of salary design.
1. Is the purpose of salary design to attract and retain excellent employees or to encourage employees to improve their abilities? Motivate employees to work efficiently? Or balance the relationship between enterprise development and salary cost. Different salary systems should be designed for different purposes.
2. Determine the salary strategy of the enterprise, including core salary values, total salary target, key incentive groups, the goal of this salary reform, horizontal strategy, structural strategy, etc. Carry out salary design according to the purpose and strategy of salary design.
Third, post sequence division and value evaluation.
1. First of all, all positions in an enterprise need to be divided into different sequences, such as business sequence, management sequence, production sequence, R&D sequence and marketing sequence. Different work sequences have different salary structures and different incentive methods. For example, the management generally implements the annual salary system with a long incentive period, while the marketing staff can implement a low basic salary and a high commission to motivate them to make achievements.
2. Then evaluate the post value of all posts, with the purpose of determining the relative value of posts in the enterprise and establishing the post value sequence accordingly. Generally, the evaluation is based on the influence scope of the post in the organization, the size of responsibilities, the intensity of work, the difficulty of work, the employment conditions and the working conditions of the post.
Fourth, the salary system design.
1. What are the salary system documents?
There are two types, one is the salary system document, and the other is the explanation document of this salary adjustment.
1. 1 system documents include the general salary management system, and then design specific salary payment methods for different groups respectively. The Measures stipulate the specific accounting methods, calculation formulas and payment methods of wages, bonuses, allowances and benefits.
1.2 The instruction document of salary adjustment is the instruction document of this salary adjustment. The contents include the principles and methods of this salary adjustment, the comparison of total salary before and after salary adjustment, the comparison of income levels of people at all levels, the comparison with market salary, the comparison before and after salary adjustment of key positions, the method of personal second regression, and the handling methods of special personnel and special situations.
2. The design of salary structure should consider the supportability of salary to ensure the basic living needs of employees; We should also consider the incentive of salary, and encourage employees to make achievements and improve their ability through salary design. Wages are generally divided into three categories: first, basic wages, such as basic wages, post wages, post wages, and skill wages; The second is incentive pay, such as performance pay, piece-rate pay and bonus. Third, indirect compensation, such as subsidies, social security provident fund, annual leave, holiday fees, etc. Through the combination of these salary types, different salary structures are designed, which generally include post salary system, skill salary system and performance salary system.
3, different levels, different work order of incentive focus is not the same, for example, production staff pay attention to output, can use piece-rate wages, some enterprises attach great importance to quality or safety, can add quality award or safety award. The emphasis and cycle of grass-roots incentives in senior high schools are different, and the cycle of high-level incentives is longer, which can be in the form of annual salary, excess profit sharing and long-term equity incentives. Grassroots employees generally use a monthly salary.
4. Pay attention to the fairness of salary design, give full consideration to the salary balance between old employees and new employees, top and grassroots, different positions in different sequences and different regional units, so as not to make employees feel unfair and unreasonable.
5. Positioning the salary level and dealing with the relationship between the market competitiveness of salary and the labor cost of enterprises can not only maintain the competitiveness of salary level in regions and industries, but also make enterprises bear too many labor costs.
6. Balance the relationship between employee salary growth, enterprise benefit growth and labor performance growth. The three should be consistent. With the improvement of enterprise efficiency and labor productivity, employees' wages can be increased accordingly.
7. The company's profits are shared with employees, important positions, key employees and employees with good performance.
Enterprise is an interest body, profits are created by everyone, and interests are shared by everyone. Therefore, corporate profits should be properly distributed and less concerned. Sharing too little is not conducive to motivating employees, and sharing too much will affect the development of enterprises.