How to design salary structure?

1. Clarify the strategic remuneration objectives

The design of remuneration composition depends on the setting of corporate remuneration objectives, so the premise of remuneration composition design is to clarify the strategic remuneration objectives of the enterprise. Salary targets will vary depending on factors such as the characteristics of the industry in which the company is located, the different development stages of the company, the choice of product and business competition methods, etc. The company can clarify its own development strategy based on the influence of the following factors:

2. Constructing Compensation Basic principles of the system

(1) Principle of fairness - this is the first principle for designing the salary system and conducting salary management

1. External fairness 2. Internal fairness 3. Self-fairness

(2) Competitive principle - the salary level of the company's core talents should not be lower than the market average at least

(3) Incentive principle - reflects distribution according to work and contribution Principles

(4) Economic Principle - Restricted by economics, employees' salary levels and performance levels are subject to certain restrictions

(5) Legality Principle - In line with the state Legal policies

3. Position analysis

Position analysis is the basic work of salary design. The basic steps include: combining the business objectives of the company, clarifying department functions and position relationships on the basis of business analysis and personnel analysis; then conducting an investigation and analysis of job responsibilities; and finally forming a job description.

4. Job Evaluation

Job evaluation focuses on solving the issue of fairness of salary within the enterprise. By comparing the relative importance of various positions within the enterprise, the position hierarchy sequence is derived. Job evaluation is based on the job description, and there are many methods. Enterprises can use different methods according to their own specific conditions and characteristics.

5. Market Salary Survey: Solving the External Competitiveness of Salary Design

6. Based on the above analysis, determine the corporate salary composition system.

According to the actual situation of the enterprise and the requirements of its future development strategy, different salary categories should be adopted for different types of personnel

For example, senior managers of enterprises can adopt annual operating salary categories. Performance-related annual salary system, management personnel and technical personnel can adopt the job skills salary system, marketing personnel can adopt the commission salary system, and personnel urgently needed by the enterprise can adopt the special salary system, etc.

The components of salary reflect the content that the company focuses on. Therefore, adopting different strategies and focusing on different aspects will form

different salary compositions. When companies consider the composition of salary, they often comprehensively consider the following factors: first, the level of the position in the company, second, the grade of the position in the company, third, the skills and qualifications of the employees in the position, and fourth, the position's Performance corresponds to different parts of the salary structure.