What is the salary system?

the method of salary system construction

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 salary system design;

The second step is to establish a set of scientific job evaluation methods to evaluate the importance or "relative value" of each job, and bring all the jobs into a salary grading system to form the salary grade of the enterprise. For example, the salary system of the whole enterprise is designed as 1 levels, the salary of the secretary position is set as 5 levels, and the salary of the chairman position is 1 levels. In this way, the problem of internal fairness in salary determination can be solved.

the third step is to conduct salary survey, and the enterprise will determine the salary positioning of each salary level according to its own salary policy, for example, whether it should be positioned according to 25P, 5P 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, which includes determining the ratio of fixed salary to floating salary, and determining the relationship between post salary and skill salary. The common method is to design the salary level as an interval, and divide different grades in this interval. Different employees in the same position will correspond to different salary scales according to their skills, experience and education.

Pay by post, equal pay for equal work

(1) Employees with heavy responsibilities should be given high salaries, because it has great influence on the sales, profitability and development of enterprises. For example, in every enterprise, the salary of department managers is higher than that of ordinary employees, and the salary of managers is higher than that of department managers.

(2) Employees with high skills should be given high salaries to compensate for their physical and intellectual abilities. Dalian Lian Locomotive & Rolling Stock Factory awarded more than 2 million cash prizes to 62 scientific and technological heroes with special contributions, of which the most was 112, yuan.

(3) The salary of seasonal and temporary employees should be higher than that of normal employees, so as to compensate their living expenses during unemployment and not enjoying social insurance, vacation and other rights. In order to expand the sales of smart star cookies in Zhengzhou, Shanghai Danone Biscuits Co., Ltd. specially recruited several temporary employees for promotion, and the daily promotion fee was twice that of normal employees.

(4) Employees with poor working environment and high work intensity should be given high salaries. Yimei Group is mainly engaged in underground coal mining. The environment of employees working underground is extremely poor, and it is sultry in summer, which brings great difficulties to coal mining. In order to complete the task of coal mining, miners have no leisure to drink water and eat cakes underground, and the salary of underground employees is about 5% higher than that of employees on the well.

General applicable principles of salary management system

Make employees understand the relationship between their efforts or achievements and their income according to the actual situation. In every enterprise, employees with high work efficiency have higher salaries than those with low efficiency. For example, salesmen, employees with good business performance have higher salaries than those with poor business performance.

Factors affecting the salary system

Influence of internal factors

Enterprise affordability: There is a very direct relationship between the salary of employees and the affordability of enterprises. If the affordability of enterprises is strong, the salary level of employees will be high and stable; If the salary burden exceeds the affordability of the enterprise, the enterprise will cause serious losses, stop production or even go bankrupt.

salary system (2) enterprise operating conditions: enterprise operating conditions directly determine the salary level of employees. The better the business, the more stable the salary level and the larger the increase.

enterprise vision: enterprises are in different stages of life cycle, and their profitability, profitability and vision are different, which will lead to different salary levels.

salary policy: it is the direct expression of enterprise distribution mechanism, and salary policy directly affects the relationship between enterprise profit accumulation and salary distribution. Enterprises that pay attention to high profit accumulation and enterprises that pay attention to the balance between them are different in salary level.

corporate culture: corporate culture is the soil of enterprise distribution ideas, values, goal pursuit, value orientation and system. Different corporate cultures will inevitably lead to different concepts and systems, which determine the different salary models and distribution mechanisms of enterprises, and these factors indirectly affect the salary calendar level of enterprises.

Talent values: Different talent values will directly lead to different salary levels, such as the question "Is it only high salary that can attract the best talents?" The answer is different, and the salary calendar level is completely different.

2 the influence of personal factors

job performance: the salary of employees is determined by individual job performance, so under the same conditions, high salary also comes from the high performance of individual work. Work skills: Now the competition between enterprises is the competition for talents, and people who master key skills have become a sharp weapon for enterprise competition. This kind of talent has become the object of high-paying employment for enterprises.

post and position: the difference between post and position means the difference between responsibility and power, and those with great power have relatively heavy responsibilities, so their salary level will be high.

seniority and length of service: generally, employees with high seniority and long length of service have higher salary levels.

3 Influence of external factors

Differences between regions and industries: Generally, the salary level in economically developed regions is higher than that in economically backward regions, and the salary level of enterprises in growth and maturity is higher than that in recession.

regional living index: enterprises should refer to the local living index when determining the basic salary of employees. Generally, the salary level is relatively high in areas with high living index.

the relationship between supply and demand in the labor market: the labor price (salary) is affected by the relationship between supply and demand. When the relationship between supply and demand of labor is unbalanced, the labor price will also deviate from its own value: when the supply exceeds demand, the labor price will fall, and vice versa. (4) Socio-economic environment: Socio-economic environment directly affects the salary level. When the social economy is good, the salary level of employees is usually relatively high.

current wage rate: the state has set corresponding wage rates for some enterprises, especially some state-owned enterprises, which are the key factors to determine the salary level of employees.

related laws and regulations: laws and regulations related to salary include the minimum wage system, the personal income tax collection system, the types of compulsory labor insurance and the level of payment. Usually, these systems and factors directly affect the salary level of employees.

labor price level: generally, the higher the labor price level, the higher the salary level, and the lower the labor price level.

basic steps and contents of salary system design

salary survey

determination of salary principles and strategies

position analysis

position evaluation

determination of salary category

salary structure design

In short, the salary system design must be based on the actual situation of the enterprise, closely combined with the strategy and culture of the enterprise, systematically, comprehensively and scientifically consider all factors, and make corrections and corrections in time according to the actual situation.