How does the company formulate the salary system?

It is one of the main contents of human resource management of cooperatives to formulate the salary of managers (including wages, bonuses and benefits, etc.). ). Under the condition of market economy, the competition of cooperatives is essentially the competition of talents. Therefore, for cooperatives, reasonable salary can play a positive role in attracting, retaining and motivating talents. When determining the salary of its managers, cooperatives should abandon randomness and traditional ideas, adhere to scientificity, embody fairness, grasp reality, comprehensively consider various factors, and formulate a quantitative structural system to facilitate specific operations.

Drawing on the experience of enterprise salary system construction, it is suggested that the quantitative structure system of cooperative salary includes the following contents:

(1) basic salary. That is, to ensure that the salary of basic living expenses of managers can not be lower than the minimum wage standard of enterprises determined by the local government.

(2) post allowance. In other words, subsidize wages (such as telephone charges, transportation expenses, etc. ) In principle, it should be formulated according to each person's position level and comprehensive consideration of classification and grading.

(3) Pay insurance. That is to say, according to the clear terms of laws and regulations and employment contracts, institutions are responsible for paying social insurance premiums such as basic old-age insurance, basic medical insurance, unemployment insurance and work-related injury insurance for their staff, and their payment bases and rates are implemented in accordance with relevant regulations.

(4) Reward salary. That is to say, cooperative society gives incentive wages to staff according to their work achievements and contributions to the development of organization production and operation in a certain period of time. Specifically, managers, deputy managers, financial accounting and other professional and technical personnel. , who completed the objectives and tasks of operating efficiency or passed the annual and quarterly performance appraisal or job responsibility performance appraisal, give a one-time bonus; Those who exceed the management and benefit objectives and tasks or pass the examination will be given material rewards, and the amount will be determined by the Council.

Due to the great difference between the level of economic and social development and the economic strength of cooperatives, how to determine the salary of cooperative staff and build a salary system should adhere to the principle of adapting to local conditions and advancing with the times, and generally grasp the principle that "dead wages" (basic wages and social insurance) account for a small part and "live wages" (post allowances and incentive wages) account for a large part, and establish a system that is conducive to mobilizing the enthusiasm, initiative and creativity of staff.

As a cooperative manager, the chairman can get paid.