How to formulate a reasonable salary and welfare system

First, carry out job evaluation. Job evaluation is a technique to systematically determine the position of each job in the internal salary structure of the unit. It is based on the evaluation results of the relative importance of post tasks in the whole work, based on the systematic analysis and comparison of the requirements of workers in specific positions under normal circumstances, regardless of individual performance in the work. The principles of post-evaluation: systematic principle, practical principles, normative principle, energy level correspondence principle and optimization principle;

Secondly, salary refers to the sum of various tendencies and in-kind rewards obtained by employees for providing labor for enterprises. Including wages, bonuses, allowances, royalties, labor dividends, benefits, etc.

Third, the steps of making salary and benefits: (1) making salary strategy (2) job analysis (3) salary survey (4) salary structure design (5) salary grading and salary fixing.

(6) Control and management of salary setting Finally, the factors that affect salary setting are: (1) the business nature and content of the enterprise; (2) the organizational culture of the enterprise; (3) the enterprise's ability to pay;

(4) Employees; (5) social consciousness; (6) local living standards; (7) human resources market conditions;

Source: Q&A Library