Investigation on the current situation of salary management
Determine the goals that customers want to achieve, seriously and deeply investigate the problems existing in customer compensation management, analyze the root causes of the problems, and put forward the principles and framework for solving the problems.
Salary strategy
There are different strategies such as leading, following and cost, and more mixed salary strategies are adopted, such as: leading the core position, supporting the cost of the position, and following other positions. Goal: attract and retain core talents, stabilize basic posts and ensure the company's profit as much as possible.
Salary market survey
Determine the company's main salary benchmarking scope, and conduct industry, regional and other salary market level surveys.
Post value evaluation
Determine the main salary factors of the company, formulate the post value evaluation scheme, organize its implementation, determine the post salary scale division according to the evaluation results, and realize the internal relative fairness among posts.
Job classification, determine the salary form, structure and proportion.
Different types of jobs have different salary forms, structures and proportions. For example, most sales posts use a high proportion of performance pay and floating bonuses to encourage performance improvement, while a large proportion of production posts are designed in piecework form, while technology research and development posts need to be designed with comprehensive consideration of technical ability and research and development results.
Check and approve the total salary, set the post salary target, and decompose and formulate the salary table.
According to the company's development goals, the reasonable total salary is approved, and the salary targets of posts at all levels are set in combination with market research, post value evaluation and salary structure. , followed by median, floating ratio, salary grade division, etc. And the payroll is decomposed, calculated and optimized.
Employee competency and performance evaluation
Formulate the employee's ability and performance evaluation scheme and organize its implementation to determine whether the employee's actual ability level and performance can meet the post standard?
Salary reform
According to the evaluation results of employees, determine the principles of salary reform. Excellent employees, qualified employees and unqualified employees should have different differences in salary reform, so as to have better incentive and fairness.
Wage accounting and balance
After the initial reform plan is formed, it is necessary to carry out accounting, including the total salary and floating range, pay attention to whether the employee's personal performance fluctuates greatly, and communicate with managers at all levels.
Training and publicity of salary scheme
We need to fully understand the design ideas and scientific rationality of the salary scheme, especially the core positions and outstanding employees, and give priority to communication so that they can understand and accept it.