How does HR do salary survey?

Reprint the following information for your reference.

Steps of salary survey: establishing salary structure

When using the information in this report to establish or modify the internal salary structure of the company, Yintl puts forward the following suggestions for the reference of customer enterprises.

When using the information in this report to establish or modify the internal salary structure of the company, Yintl puts forward the following suggestions for the reference of customer enterprises.

(1) Determine the compensation strategy

When determining the salary strategy, the following questions generally need to be considered:

Who competes with our company for talents? What level should the salary level of the company as a whole or specific positions be in the market?

What should be the proportion of each component of the company's overall or specific positions?

Companies that compete for talents with customer enterprises are also companies that belong to the same business field as customer enterprises. The salary surveys of China Salary Survey Network are all conducted for specific industries, which can provide the most targeted market salary information for survey report users.

When considering the salary market positioning and salary combination, the "data matching analysis of the same region and industry" part of the report will provide you with important reference information. The "data matching analysis of the same region and the same industry" part includes three main parts:

The overall positioning of industry market salary;

Comparison of market returns in functional sequence;

Composition of market salary.

Referring to these three parts of information, you can determine the salary level of the corresponding position level of the client enterprise according to the salary positioning concept of the client enterprise; Among them, if it is necessary to make a separate salary policy for some specific departments and positions, you can also find corresponding reference information from the report. When determining the overall salary scheme of the department, you can refer to the section "Market Salary Composition". In addition, if you need to determine the salary combination of specific positions, the "Post Salary Structure and Distribution" section of the report will provide you with more detailed analysis information.

(2) Job matching

When quoting market information, you need to determine the corresponding relationship between the benchmark position and the internal position of the enterprise. At this time, you need to do job matching. In the report, we provided salary information and job nature information. When matching positions, please read the relevant job description in detail, which provides the usual job content and responsibilities of the position; Then carefully review the work content of your company, and finally determine whether it matches the market standard position. Generally speaking, if about 70% of the contents of the internal positions of the customer enterprise are similar to those of the benchmark positions, it can be considered that a good match has been achieved.

(3) Comparative analysis

After determining the salary strategy and job matching, we can compare the actual salary level with the market level, so as to find the gap with the market expectation level.

(4) Market positioning

10% percentile to 90% percentile respectively represent the arrangement of market salary level from low to high, and also represent the arrangement of market competitiveness from low to high when customer enterprises choose these percentiles. When using the information in this report to adjust the company's internal salary structure, client enterprises need to determine the market salary level that the company wants to compare according to the company's human resources strategy.

(5) structural design and salary adjustment

We suggest that the client company design the salary level of each position level as an interval. The advantage of this design method is that it can provide more flexibility for client enterprises to attract, retain and motivate talents and control salary costs by using salary tools. For positions whose salary level falls outside this range, we suggest that the following methods can be adopted to adjust their salary level.

For the post whose salary level is lower than the lowest value in this range, in order to maintain the competitiveness of the client enterprise in the salary level of this post, the salary level of the on-the-job personnel in this post should generally be raised to the lowest value or above. If the cost of salary increase is taken into account, the method of raising salary level in stages can be considered. For the outstanding employees that the client enterprises want to focus on, their salary level should be improved as soon as possible, otherwise there will be brain drain.

For positions whose salary level is greater than the maximum value of this range, we can consider slightly increasing the salary level of the incumbent. For those employees with high salary and good performance, they can consider being promoted to higher positions.

Determine the salary level of a specific position

Client enterprises may need to know the market salary level of specific positions when recruiting employees, adjusting salary or designing salary structure. For relevant information, please refer to "Salary and Benefit Analysis of Each Position" in this report. In this report, we listed the salary and welfare information of each benchmark post, and detailed the salary level of this post at different market levels, which provided sufficient market information for client enterprises to formulate the salary level of specific posts and establish an internal fair and external competitive salary system.

Designing welfare and labor policies

Employee welfare and labor policy are important components of salary and play a very important role in attracting, retaining and motivating employees. In the "Industry Welfare Analysis" section of the report, you will be able to obtain a wealth of industry market welfare information. It is believed that this information can help client enterprises to formulate scientific and reasonable welfare and labor policies, and make these policies play a more active and effective role in human resource management.

The salary survey report is the detailed data about the salary and welfare levels of various industries and regions in the market obtained through market research and analysis. Enterprises can use this to formulate their own compensation and benefits.

Practical principles of salary survey

Salary survey is to obtain the salary level and related information of various positions in related enterprises through various normal means. Statistics and analysis of salary survey results will become an effective basis for enterprise salary management decision-making. When conducting salary surveys, we should grasp the following practical principles:

▲ The surveyed enterprises voluntarily obtain salary data.

Because salary management policies and salary data are trade secrets in many enterprises, they are unwilling to let other enterprises know. Therefore, when an enterprise's human resources department conducts a salary survey, it should directly contact the other party's human resources department, or the general manager of the enterprise should contact the other party's general manager to negotiate the investigation in the spirit of mutual exchange.

▲ The survey data should be accurate.

Because many companies are tight-lipped about their own salary, some salary information is likely to come from hearsay. This information is often incomplete, and some of it is even wrong, with poor accuracy. In addition, while obtaining the salary level of a certain position, we should also compare whether the job responsibilities of this position are exactly the same as those of this enterprise. Don't assume that the job content and work ability requirements must be the same just because the job name is the same.

▲ Survey data should be updated at any time.

With the development of market economy and the perfection of human resources market, the market changes of human resources will become more and more frequent. The salary level of enterprises will also change with the benefits of enterprises and the supply and demand of human resources in the market, so the information of salary survey should be updated at any time. If you keep using the previous survey data, you are likely to make a wrong judgment.

Channel application of salary survey

▲ Mutual investigation between enterprises

Because the salary survey system and service in China are not perfect, the most reliable and economical salary survey channel is mutual investigation among enterprises. The human resources management departments of related enterprises can take the form of joint investigation and enjoy each other's salary information. This mutual investigation is a formal investigation, which is also beneficial to both sides. The survey can take various forms such as seminars and questionnaires.

▲ Entrust a professional organization to conduct an investigation.

At present, there are management consulting companies or talent service companies providing salary surveys in some coastal cities. The investigation of these professional organizations will reduce the workload of human resources departments and save the coordination cost between enterprises. However, it is necessary to pay a certain fee to the entrusted professional organization.

▲ Understand from public information

Some enterprises will write salary when they publish job advertisements, and investigators can get this information with a little attention. In addition, the talent exchange departments in some cities will regularly publish salary reference information for some positions. The salary information of the same position is generally divided into three grades: high, medium and low. Because of its wide coverage and large salary range, it is of little reference to some enterprises.

▲ Learn from migrant workers.

Through interviews or applicants from other enterprises who come to our company's personal data, we can learn some salary conditions of our company.

Implementation steps of salary survey

Generally speaking, the implementation of salary survey should be divided into four steps, namely, determining the purpose of the survey, determining the scope of the survey, selecting the survey method, and sorting out and analyzing the survey data.

▲ Determine the purpose of the investigation

The human resources department should first understand the purpose of the investigation and the purpose of the investigation results, and then start to make the investigation plan. Generally speaking, the survey results can provide reference and basis for the follow-up work: the adjustment of the overall salary level, the adjustment of the salary results, the adjustment of the salary promotion policy, and the adjustment of the salary level of specific positions.

▲ Determine the scope of investigation

According to the purpose of the investigation, the scope of the investigation can be determined. The scope of the investigation should mainly determine the following issues:

1. Which enterprises need to be investigated?

B, which positions need to be inspected?

C. What does this position need to investigate?

D, the start and end time and control of the investigation?

▲ Choose the survey method

After determining the purpose and scope of the investigation, you can choose the investigation method.

Generally speaking, mutual investigation between enterprises can be considered first. The human resources department of an enterprise can contact the human resources departments of related enterprises, or contact institutions such as industry associations to promote the development of salary surveys. If you can't get the support of relevant enterprises, you can consider entrusting a professional organization to conduct an investigation.

The specific forms of investigation are generally questionnaires and discussions (also called interviews). If the questionnaire survey method is adopted, the questionnaire should be prepared in advance. If the discussion method is adopted, an outline of the question should be drawn up in advance.

▲ Organize and analyze the survey data.

After the investigation, the collected data should be sorted out and analyzed. When sorting out, we should pay attention to classifying the information of different posts and different investigation contents, and identify whether there is any wrong information during sorting out. Finally, according to the purpose of the survey, the data are analyzed in a targeted manner to form the final survey results.