How to write the salary survey report?

question 1: how to write an employee salary survey report is very detailed, and I hope it can help you: wenku.baidu/...

question 2: how to write an analysis report on salary? Kneeling for the salary analysis report is equivalent to the salary diagnosis report, which is roughly divided into five aspects. The first is the strategy, but the strategy is generally formulated by the company's top management, so it is generally not in the scope of analysis. Then it is analyzed from the other four points. The first is the internal fairness of the company, which includes the salary comparison between different departments, the salary comparison between posts in the same department, and the salary comparison between posts in the same department. The second point is external competitiveness, but the second point is to understand the external salary data of your company's region and industry, and then compare it with the external data according to the grade salary, job category salary and post salary respectively. Look at the difference between the salary level of your company and the level of the external market. The third point is incentive, which is mainly manifested in the part of floating wages. Generally, it is mainly manifested in whether the ratio of fixed wages to floating wages is reasonable. Finally, the fourth point is economy.

question 3: introduction of salary survey report. The importance of salary survey report to enterprises is self-evident, and it plays a very important role in formulating salary policies for enterprises.

Question 4: When investigative steps of salary survey uses the information in this report to establish or modify the company's internal salary structure, she should make the following suggestions for the reference of client enterprises. (1) Determining the salary strategy When determining the salary strategy, we generally need to think about the following questions: Who competes with our company for talents? At 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 salary of the company as a whole or in a specific position? Companies that compete with customer enterprises for talents 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 a specific industry, 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 part of "data matching analysis of the same region and the same industry" includes three main parts: the overall positioning of the industry market salary; Comparison of market compensation in functional sequence; Composition of market salary. By referring to these three parts of information, you can determine the salary level of the corresponding position level of the customer enterprise according to the salary positioning concept of the customer enterprise; Among them, if you need to make a separate salary policy for some specific departments and positions, you can also find the corresponding reference information from the report. When you determine the department's overall compensation package, you can refer to the "Market Compensation Composition" section. In addition, if you need to determine the salary combination of a specific position, the "Post Salary Structure and Distribution" section of the report will provide you with more detailed analysis information. (2) Job Matching When referring to 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 provide salary information as well as job nature information. When matching positions, please read the relevant job description in detail, which provides the usual job content and responsibilities of this position; Then carefully review the job content of your company, and finally determine whether it matches the market standard position. Generally speaking, if about 7% 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 reached. (3) Comparative Analysis After determining the salary strategy and job matching, we can compare the actual salary level of the company with the market level, so as to find the gap with the expected market level. (4) The 1% to 9% percentile of market positioning respectively represents the arrangement of the market salary level from low to high, and also represents the arrangement of the customer enterprise's competitiveness in the market from low to high when selecting these percentiles. When using the information in this report to adjust the company's internal salary structure, the client enterprise needs to determine the market salary level that the company wants to compare according to the company's human resources strategy. (5) Structure design and salary adjustment We suggest that the client enterprises 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 customer enterprises to attract, retain and motivate talents by using salary tools and control salary costs. 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 less than the minimum value of this range, in order to maintain the competitiveness of the client enterprise in the salary level of this position, the salary level of the on-the-job personnel in this position should generally be raised to the minimum value or above. If you consider the cost of raising salary, you can consider using the method of raising salary level in stages. For the outstanding employees that the client enterprises want to focus on, their salary level should be raised as soon as possible, otherwise there will be a brain drain. For positions with salary level greater than the maximum value of this range, we can consider raising the salary level of the on-the-job person by a small margin. For those employees with high salary and good performance, we can consider promoting them to higher positions. Employee welfare and labor policy are important components of salary, which play a very important role in attracting, retaining and motivating employees. In the "Analysis of Industry Welfare" section of the report, you will be able to obtain rich information on industry market welfare. 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 a detailed data about the salary and welfare levels of various industries and regions in the market through market investigation and analysis. Enterprises can use this to formulate their salary and benefits.

question 5: what is the ranking in the salary survey? The ranking in the salary survey generally refers to the rating of the overall level of salary and welfare of an enterprise in the same type of enterprise. For example, if the enterprise is in the 75th percentile, its overall salary level will rank among the top 25 in the industry.

salary survey is to classify, summarize and statistically analyze all positions in the market through a series of standard, standardized and professional methods, and form a survey report that can objectively reflect the current situation of market salary, and provide decision-making basis and reference for enterprises in salary design. Salary survey is an important part of salary design, which focuses on the external competitiveness and internal fairness of salary. Salary survey report can help enterprises achieve the purpose of personalized and targeted salary design.

salary survey refers to the action that enterprises take to understand the salary level of the same or similar positions of competitors or similar enterprises in order to attract the needed talents with reasonable labor costs. The methods of salary survey include: salary survey report issued by authoritative organizations, and salary survey commissioned by professional organizations.

statistical parameters:

1. quantile value: Pn is the n quantile value. It means that n% of the data in the investigated population is less than this value. The size of n reflects the different levels of the market, and P1, P25, P5, P75 and P9 are usually used to represent the different levels of the market.

2. Average: the arithmetic average of all the surveyed data, reflecting the average level of the market.

3. Deviation: indicates the deviation between customer data and market median, and the calculation method is "(customer data-market median)/market median".

4. Frequency: divide the samples into several groups according to a certain method, and the frequency reflects the number of samples contained in each group. Reflect the concentration of an index in a certain range.

5. Mode: the value that appears most frequently in a set of data.

question 6: how to write the enterprise salary survey report? Then go to China salary survey network xinchou114 to see

Question 7: How to write the survey report on the company's salary management falsely, let alone let people know

Question 8: How to do the salary survey in HR? Reprint the following information for reference

Steps of salary survey to establish salary structure

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

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

(1) Determine the salary strategy

When determining the salary strategy, we generally need to think about the following questions:

Who will compete with our company for talents? At 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 salary as a whole or in a specific position?

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 a specific industry, 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 in the same region and industry" section of the report will provide you with important reference information. The part of "data matching analysis of the same region and the same industry" includes three main parts:

the overall positioning of the industry market salary;

comparison of market compensation by functional sequence;

composition of market salary.

by 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 you need to make a separate salary policy for some specific departments and positions, you can also find the corresponding reference information from the report. When you determine the department's overall compensation package, you can refer to the "Market Compensation Composition" section. In addition, if you need to determine the salary combination of a specific position, the "Post Salary Structure and Distribution" section of the report will provide you with more detailed analysis information.

(2) Job Matching

When referring to market information, you need to determine the corresponding relationship between benchmark jobs and internal jobs. At this time, you need to do job matching. In the report, we provide salary information as well as job nature information. When matching positions, please read the relevant job description in detail, which provides the usual job content and responsibilities of this position; Then carefully review the job content of your company, and finally determine whether it matches the market standard position. Generally speaking, if about 7% 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 reached.

(3) Comparative analysis

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

(4) Market positioning

The 1% to 9% percentile respectively represents the arrangement of the market salary level from low to high, and also represents the arrangement of the competitiveness of the customer enterprises in the market when they select these percentiles. When using the information in this report to adjust the company's internal salary structure, the client enterprise needs to determine the market salary level that the company wants to compare according to the company's human resources strategy.

(5) Structure design and salary adjustment

We suggest that the client enterprises 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 customer enterprises to attract, retain and motivate talents by using salary tools and control salary costs. 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 position whose salary level is less than the minimum value of this range, in order to maintain the competitiveness of the client enterprise in the salary level of this position, the salary level of the on-the-job personnel in this position should generally be raised to the minimum value or above. If you consider the cost of raising salary, you can consider using the method of raising salary level in stages. For the outstanding employees that the client enterprises want to focus on, their salary level should be raised as soon as possible, otherwise there will be a brain drain.

For positions with salary level greater than the maximum value of this range, we can consider raising the salary level of the employees with a smaller range. For those employees with high salary and good performance, we can consider promoting them to higher positions.

determining the salary level of a specific position

when recruiting employees, adjusting salary or designing salary structure, a client company may need to know the market salary level of a specific position. You can refer to the "Salary and Benefit Analysis of Various Positions" in this report for relevant information. ......> >