How to make a good salary incentive plan

First, in the salary design, we must first conduct salary research. 1, understand the company's salary status, existing problems, employees' views and opinions on salary, and decision makers' attitude towards salary design. It can be conducted by means of questionnaire survey, interview and system document inquiry. 2. Conduct salary surveys in external markets to understand the status quo of salary levels in industries and regions. We can learn from the salary guidance price issued by the local government, salary surveys of neighboring or peer companies, salary information of recruitment websites, online salary survey reports, etc. And you can learn from candidates or friends, and you can also join the human resources group in the same industry or region to communicate. Second, determine the purpose and strategy of salary design 1. Is the purpose of salary design to attract and retain excellent employees, or to encourage employees to improve their abilities? Motivate employees to work efficiently? Or balance the relationship between enterprise development and salary cost. Different salary systems should be designed for different purposes. 2. Determine the salary strategy of the enterprise, including core salary values, total salary target, key incentive groups, the goal of this salary reform, horizontal strategy, structural strategy, etc. Carry out salary design according to the purpose and strategy of salary design. III. Job Sequence Division and Value Assessment 1. First of all, all the work in an enterprise should be divided into different sequences, such as business sequence, management sequence, production sequence, R&D sequence, marketing sequence and so on. Different work sequences have different salary structures and different incentive methods. For example, the management generally implements the annual salary system, and the incentive period is long. Marketers can implement low basic salary and high commission to motivate them to make achievements. 2. Then evaluate the post value of all posts, with the purpose of determining the relative value of posts in the enterprise and establishing the post value sequence accordingly. Generally, the evaluation is based on the influence scope of the post in the organization, the size of responsibilities, the intensity of work, the difficulty of work, the employment conditions and the working conditions of the post. Iv. salary system design 1, what are the salary system documents? There are two types, one is the salary system document, and the other is the explanation document of this salary adjustment. 1. 1 system documents include the general salary management system, and then design specific salary payment methods for different groups respectively. The Measures stipulate the specific accounting methods, calculation formulas and payment methods of wages, bonuses, allowances and benefits. 1.2 The instruction document of salary adjustment is the instruction document of this salary adjustment. The contents include the principles and methods of this salary adjustment, the comparison of total salary before and after salary adjustment, the comparison of income levels of people at all levels, the comparison with market salary, the comparison before and after salary adjustment of key positions, the method of personal second regression, and the handling methods of special personnel and special situations. 2. The design of salary structure should consider the supportability of salary to ensure the basic living needs of employees; We should also consider the incentive of salary, and encourage employees to make achievements and improve their ability through salary design. Wages are generally divided into three categories: first, basic wages, such as basic wages, post wages, post wages, and skill wages; The second is incentive pay, such as performance pay, piece-rate pay and bonus. Third, indirect compensation, such as subsidies, social security provident fund, annual leave, holiday fees, etc. Through the combination of these salary types, different salary structures are designed, which generally include post salary system, skill salary system and performance salary system. 3, different levels, different work order of incentive focus is not the same, for example, production staff pay attention to output, can use piece-rate wages, some enterprises attach great importance to quality or safety, can add quality award or safety award. The emphasis and cycle of grass-roots incentives in senior high schools are different, and the cycle of high-level incentives is longer, which can be in the form of annual salary, excess profit sharing and long-term equity incentives. Grassroots employees generally use a monthly salary. 4. Pay attention to the fairness of salary design, give full consideration to the salary balance between old employees and new employees, top and grassroots, different positions in different sequences and different regional units, so as not to make employees feel unfair and unreasonable. 5. Positioning the salary level and dealing with the relationship between the market competitiveness of salary and the labor cost of enterprises can not only maintain the competitiveness of salary level in regions and industries, but also make enterprises bear too many labor costs. 6. Balance the relationship between employee salary growth, enterprise benefit growth and labor performance growth. The three should be consistent. With the improvement of enterprise efficiency and labor productivity, employees' wages can be increased accordingly. 7. The company's profits are shared with employees, important positions, key employees and employees with good performance. Enterprise is an interest body, profits are created by everyone, and interests are shared by everyone. Therefore, corporate profits should be properly distributed and less concerned. Sharing too little is not conducive to motivating employees, and sharing too much will affect the development of enterprises.