Different positions have different positions, one is the employee's hierarchical system, and the other is the employee's broadband system. At the same level, the salary range is probably similar. Broadband is a relatively new concept with a similar level. It is characterized by a wide range of "levels". A large enterprise may have five or six bands, from the most basic junior employees to the highest positions such as president and general manager.
Specifically, the wage system design can adopt the following methods:
Adopt a hierarchical wage system. There are several different ways and ideas for salary design. A simpler method is to design according to the hierarchy. For example, there are 10 functional departments, 30 departments, 100 or 150 positions, but the whole level is 15, and the salary system is based on 15. Each level is given a range, and at which level, the salary range of which level is used.
The method of salary design:
First of all, clear the company's overall salary strategy;
According to the differences of job responsibilities, values, contributions to the company and required job skills, evaluate the value of the company's existing positions, so as to determine the relative value between different positions and prepare for the establishment of a scientific salary grading system;
According to the position evaluation results, combined with external salary level and internal financial situation, design salary point table;
Guide enterprises to establish salary schemes, design salary combinations and salary frameworks;
According to our salary suggestions and the financial situation of customers, submit the salary reform plan;
Design a salary and welfare management system and establish an incentive mechanism for fair competition.
For the core team members, design a long-term incentive plan to achieve long-term development. A scientific salary system must meet three basic principles:
First, external competitiveness, external competitiveness refers to whether the income level of enterprise employees is competitive or stable according to strategic requirements.
2. Inherent fairness and rationality. Intrinsic fairness refers to the relative fairness of wage income.
Three, the strategic cultural characteristics, strategic characteristics refers to the enterprise salary policy combined with the needs of enterprise development strategy.
brief introduction
The only system in the market that can intelligently design your company's salary scheme only by inputting simple information. Through the post value evaluation, the detailed information such as monthly salary, annual salary, performance and five-level salary of each post is finally calculated.
trait
(1) Once and for all: You only need simple and accurate basic information of enterprises and positions, and the intelligent salary calculation function will give you an expert salary scheme belonging to your own enterprise.
(2) Scientific wisdom: 13 dimension of post value evaluation, so that post value can return. Wisely solve the design problem of enterprise salary, so that the value of the post is truly reflected in the salary.
(3) Long-term incentive: design an incentive and competitive salary scheme to truly realize the salary activation of efficient talents.
(4) Special post design template: closer to the actual needs of enterprises, such as executives, finance and marketing personnel.
strong function
Salary project management
Post management
Post value evaluation
Hierarchical hierarchical
Select benchmark
Hierarchical wage generation
Service location grade
Year-end bonus setting
Generate a five-level monthly salary table
Fixed salary and performance salary generation
Department salary design management
Special post design: salary design of marketers
Salary design of customer service staff
Salary design of financial personnel
Executive compensation design