(1) Formulate salary principles and strategies.
This is a part of corporate culture, the premise of future links, and plays an important guiding role in all links. Including the understanding of the essence of employees, the evaluation of the overall value of employees, the evaluation of the role of management backbone and senior professionals, and other core values, as well as the policies and strategies related to wage distribution derived from it, such as the size of wage gap, the standard of wage gap, the proportion of wage distribution, incentives and welfare funds.
(2) post design and analysis
This is the basis of establishing the salary system, and this activity will produce the organizational structure system diagram of the enterprise, as well as the descriptions and specifications of all positions in it. Scientific post design can eliminate redundant posts and overlapping posts, thus saving labor, improving labor efficiency and avoiding paying unnecessary wages; Job analysis is the basis of human resource management and an important basis of salary management. The basic salary and post salary are determined according to the job content, responsibilities and hierarchical relationship indicated in the post analysis.
(3) job evaluation
This is the key to ensure internal fairness, and the relative value of each position to the enterprise should be expressed with the necessary accuracy and specific amount. This value reflects the requirements of the enterprise for the post holder. The more difficult the work is, the greater the contribution to the enterprise, the higher the importance to the enterprise and the greater its relative value. It should be pointed out that these amounts used to express the relative value of the position are not the real salary of the incumbent.
(4) salary structure design
After job evaluation, no matter which method is adopted, the order, grade, score or symbolic quantity indicating the relative value of each job to the enterprise can always be obtained. According to the principle of equal contribution, the salary of all positions in the enterprise is set, which ensures the inherent fairness of the salary system of the enterprise. However, after finding out this theoretical value, it must be converted into actual salary value to have actual value, which requires the design of salary structure. The so-called salary structure refers to the relationship between the relative value of reserved positions in the organizational structure of enterprises and the corresponding actual salary.
(5) Investigation and analysis of salary status
This step should be carried out at the same time as the previous step, even before the salary structure is adjusted in consideration of external fairness. This activity mainly focuses on two issues: what to adjust and how to collect data. The content of the survey is first of all the wages of regions, industries, especially major competitors. According to the salary level of other enterprises in the same industry or in the region, adjust and formulate the salary of corresponding positions in this enterprise to ensure the external fairness of the enterprise salary system.
(6) wage classification and fixed wages
After job evaluation, according to the determined salary structure, the salaries of various posts are merged into several grades to form a salary grade (rank) system. Through this step, we can establish the specific salary range of each position in the enterprise.
(7) Operation control and adjustment of salary system
Once the enterprise salary system is established, how to put it into normal operation, effectively control and manage it and make it play its due role is a very complicated problem and a long-term work.