Design process of post salary system

The first step is job analysis. The human resources department and the competent business department of the enterprise should combine the business objectives of the enterprise, clarify the post relationship, prepare the job description and determine the salary basis of each post on the basis of business analysis and personnel analysis.

The second step is job evaluation. Job evaluation has two purposes: one is to compare the relative importance of each position in the enterprise and put forward the ranking order of the positions; The second is to establish a unified post evaluation standard for salary survey, so that different posts can be compared and lay the foundation for ensuring the fairness of salary.

The third step is salary survey. Enterprises need to refer to the wage level in the labor market when determining the wage level. The salary survey object should choose a company that has a competitive relationship with itself or a similar company in the same industry, focusing on the direction of employee flow and recruitment sources to solve the external competitiveness of salary.

The fourth step is salary positioning. On the basis of analyzing the salary data of the same industry, different salary levels are selected according to the situation of enterprises.

The fifth step is to design the salary structure. The salary structure design of property management enterprises generally needs to comprehensively consider three factors: first, its position level; Second, personal skills and qualifications; The third is personal performance.

The sixth step is the implementation and revision of the salary system. After the establishment of the salary system, enterprises should strictly implement the salary system on the basis of full explanation. The revision of the salary system should be adjusted according to the changes of the market and enterprises and in accordance with the prescribed procedures.