How to design the salary scheme?

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The design of salary system is based on the actual situation of the enterprise, closely combined with the strategy and culture of the enterprise, systematically and comprehensively considering various factors, and timely revising and adjusting according to the actual situation, following the principles of distribution according to work, giving priority to efficiency, giving consideration to fairness and sustainable development, giving full play to the incentive and guiding role of salary, and playing an important role in system guarantee for the survival and development of the enterprise. A well-designed salary system is directly related to the strategic planning of the organization, so that employees can focus their efforts and behaviors on helping the organization compete and survive in the market. The design of salary system should supplement and enhance the functions of other human resource management systems, such as personnel selection, training and performance evaluation.

Basic steps and contents of salary system design

In order to achieve the above goals, the salary system design must follow the above nine principles and carry out a series of work in detail to make the scheme feasible, widely accepted and well implemented. 1, salary survey salary survey is an important part of salary design. It solves the problems of external competitiveness and internal fairness of salary, and is the basis of the whole salary design. Only realistic salary survey can make salary design targeted, solve the fundamental problem of enterprise salary incentive and realize personalized and targeted salary design. Usually, the salary survey needs to consider the following three aspects: 1) the salary survey of enterprises. Through the scientific questionnaire design, we can understand the main problems and reasons in the existing salary system from the perspective of three fairness (internal fairness, external fairness and self-fairness) of salary level. 2) Conduct salary level survey. It mainly collects information such as salary growth status of industries and regions, comparison of different salary structures, salary data of different positions and levels, bonus and welfare status, long-term incentive measures, and future salary trend analysis. 3) Investigation on influencing factors of salary. The external factors of salary, such as national macro-economy, inflation, industry characteristics and industry competition, talent supply and internal factors of enterprises, such as profitability and payment ability, personnel quality requirements and enterprise development stage, talent scarcity and recruitment difficulty, are comprehensively considered. 2. Determination of salary principles and strategies The determination of salary principles and strategies is the premise of the follow-up link of salary design. On the basis of fully understanding the current situation of enterprise salary management, the basis and principle of salary distribution are determined, and on this basis, the relevant distribution policies and strategies of the enterprise are determined, such as the income gap standard of different levels and different series of personnel, the composition of salary and the proportion of each part. 3. Job analysis Job analysis is the basic work of salary design. The basic steps include: combining the business objectives of the enterprise, on the basis of business analysis and personnel analysis, defining the functions and post relations of the department; Then carry out the investigation and analysis of job responsibilities; Finally, the post employee, the employee's superior and the human resources management department * * * complete the job description. 4. Job evaluation The job evaluation focuses on solving the problem of fairness of internal salary. By comparing the relative importance of each position in the enterprise, the ranking order of the positions is obtained. Job evaluation is based on job description and there are many methods. Enterprises can adopt different methods according to their own specific conditions and characteristics. 5. Determination of salary categories According to the actual situation of the enterprise and the requirements of future development strategy, different salary categories should be adopted for different types of personnel. For example, the senior managers of an enterprise can adopt the annual salary system linked to the annual operating performance, the management sequence personnel and technical sequence personnel can adopt the post skill salary system, the marketing sequence personnel can adopt the commission salary system, and the personnel urgently needed by the enterprise can adopt the special salary system. 6. The design of salary structure The composition of salary reflects the content that enterprises pay attention to, so different strategies and different aspects will form different salary compositions. When considering the composition of salary, enterprises often consider the following factors comprehensively: first, the rank of the position in the enterprise, second, the rank of the position in the enterprise, third, the skills and qualifications of the employees, and fourth, the performance of the position, which correspond to different parts of the salary structure respectively.

Design method of salary system

The first step is to analyze the work of the enterprise, determine what kind of positions the enterprise needs, and establish job descriptions for related positions, which is the basis of the design of the salary system; The second step is to establish a set of scientific job evaluation methods, evaluate the importance or "relative value" of each job, and bring all jobs into a salary grade system to form the salary grade of the enterprise. For example, the salary system of the whole enterprise is designed as 10, the salary of the secretary is set as 5, and the salary of the chairman is 10. In this way, the internal fairness of salary determination can be solved. The third step is to conduct salary survey. Enterprises will determine the salary positioning of each salary level according to their own salary policies, such as 25P, 50P or 75P in the market. The purpose of this is to ensure the external attractiveness of salary. The fourth step is to determine the salary structure, including the proportion of fixed salary and floating salary, and the relationship between post salary and skill salary. The common method is to design the wage level as an interval, and divide different grades in this interval. Different employees in the same position will have different salary scales according to their skills, experience and education.

The procedure of salary system design

The design of salary system is a huge project, which can not be completed by a written plan, but a process in which all enterprises participate and are closely integrated with other human resource management parts. 1. Cultivating the management environment salary system cannot be completed by the human resources department behind closed doors, attending several trainings, or completely handing it over to consulting enterprises. Ensuring a good management environment is like cultivating good soil: communicate well with the upper level and get support; Communicate well with middle level and get cooperation; Communicate well with employees and gain recognition. 2. Job analysis Job analysis is to ensure that all the work in the organization can be reasonably assigned to the right person, laying the foundation for the subsequent job evaluation. Job analysis activities need the joint efforts and cooperation of human resources departments, employees and their supervisors. Job descriptions and job specifications are usually formed through interviews, questionnaires, observations and on-site work diaries/logs. A statement of work is a written document describing the actual work content, working methods and working environment of the work executor; The job description is based on the content of the job description, which explains the knowledge, skills and experience that the job executor group should have. 3. Job evaluation Job evaluation is a process of ranking the relative values of all positions in an organization. The main methods are: ranking method, classification method, factor comparison method and factor score method. The most complicated and relatively scientific method is the factor score method, which selects several key salary factors, defines different grades of each factor, and gives each grade a certain score, also called "score" or "score". Then, according to these key salary factors, the position is evaluated, and the total score of each position is obtained, so as to determine the relative salary of the position and ensure the fairness of the salary within the organization. The famous HAY Hay factor score evaluation system thinks that intelligence level, problem-solving ability and responsibility of the position are the most important compensable factor, and each element is expressed in the form of multidimensional matrix. 4. Salary market survey Because it is difficult to guarantee the effect by doing salary survey yourself, you can generally go to a consulting company to buy a market salary survey report. However, due to the non-identity of the same professional title among enterprises and the totality of the market survey results after statistical analysis, the market survey results only play a reference role. Specific to the salary design of enterprises, it needs to be combined with the actual situation of enterprises, including enterprise scale, profitability, employee level and so on. 5. As mentioned above, every part of human resource management is not independent, but interrelated and influenced each other. For example, after the salary is designed, it plays a guiding role in recruitment. The specific salary of each employee is determined by the results of performance appraisal, which in turn affects training and promotion, and then affects salary. Therefore, the design of salary system is a huge project, which needs the participation and recognition of all employees.