How to formulate salary and welfare management system?

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.

Cultivate management environment

The salary system can not 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. Communication can be coordinated with Nissin Kanban. Nissin Kanban assigns tasks to each team member's personal schedule reasonably, and automatically generates work logs for summary every day. Tracking tasks, giving feedback on events, and analyzing the results make the team really improve efficiency and work easily.

Job analysis

Job analysis is to ensure that all the work in the organization can be allocated to the right people reasonably, and lay 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.

Post-evaluation

Position 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.

Salary market survey

Because the effect of self-made salary survey is difficult to guarantee, you can generally buy the market salary survey report of consulting company. 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.

Convergence of other institutions

As mentioned above, every part of human resource management is not independent, but interrelated and influential. 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.