How to set up a reasonable salary structure?

Salary structure design: Three factors should be considered comprehensively: first, the position level, second, personal skills and qualifications, and third, personal performance. Corresponding to them in terms of salary structure are position salary, skill salary and performance salary. Some also consider the first two together as the basis for determining a person's basic salary. To determine the position salary, you need to evaluate the position; to determine the skill salary, you need to evaluate the personnel qualifications; to determine the performance salary, you need to evaluate the job performance; to determine the company's overall salary level, you need to evaluate the company's profitability and payment ability. Every type of assessment requires a set of procedures and methods. For salary design, it is nothing more than fixed salary and floating salary. Fixed salary is generally expressed as basic salary, and interactive salary is generally expressed as performance salary. The basis of salary design is mainly the 3P advocated by Mercer. Regarding the proportion of basic salary and performance salary If so, it should be determined according to the characteristics of each company's business and development stage, corporate culture, and talent type. The following proportions are for reference only: Enterprises in the entrepreneurial period and rapid development period: the floating salary is a little more, for example, the basic salary accounts for less than 40%, while the performance bonus accounts for more than 60%, mainly to encourage entrepreneurial enthusiasm and give priority to incentives. For enterprises with stable or stable development, you can generally refer to: Ordinary employees: the basic salary and performance bonus are in the ratio of 80 and 20; middle-level management: the basic salary and performance bonus are in the ratio of 70 and 30 to 60 and 40; Senior management: basic The ratio of salary and performance bonus ranges from 60 and 40 to 40 and 60; Sales staff: The performance salary (commission, bonus, etc.) at the grassroots level accounts for more than 60, and the proportion of performance salary at the middle and senior levels is lower. Technical staff: basic salary, performance salary and project bonus. Generally, the proportion of basic salary of the former two is larger, and the amount of the latter is larger. Editor: admin5 Share to: 0 Articles related to course information One of the six modules of corporate human resources managers｜"rationality" and "emotion" of salary management Return to homepage

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