The basic salary system based on position is based on the value of the position undertaken by each employee. Therefore, post salary must be based on job analysis and job evaluation. The post salary design mainly includes the following steps.
(1) job analysis
define the job responsibilities and qualifications of each position, that is, form a job description.
(2) job evaluation
1. job evaluation is the most important basis and prerequisite for establishing job salary.
2. Position evaluation is to evaluate the value of each position in the enterprise by adopting a set of standardized and systematic evaluation index system, so as to obtain the position evaluation point value of each position, which can directly become the main basis for determining the basic salary of the position.
3. There are generally four methods of job evaluation:
(1) Sorting method
Sorting method is the simplest method of job evaluation, which judges the relative value of each position as a whole and can be divided into three types: direct sorting method, alternating sorting method and comparative sorting method.
the direct ranking method is to rank the positions in order of importance or contribution to the enterprise according to the overall judgment of the positions.
alternating sorting method: firstly, find out the positions with the highest value and the lowest value from the positions to be evaluated; Then find out the positions with the highest and lowest value from the remaining positions, and so on until all the positions are arranged.
Comparative ranking method refers to comparing the positions to be evaluated in pairs, and ranking the positions according to the final comparison results.
(2) Classification method
Classification method refers to a job evaluation method which classifies positions into pre-determined job grades according to certain standards. This method was first used by the US government when evaluating its civilian positions.
Step: To determine the number of job grades, you should select the reward elements
The reward elements include: the complexity and flexibility of the work; Supervision of acceptance and implementation; The required judgment ability; The required creativity; The characteristics and purpose of interpersonal working relationship; Responsibility; Experience and required level of knowledge. According to the job description of each position and the determined standards, the positions are classified into the same or most similar job grades as the grade definition.
(3) factor counting method
factor counting method is the most commonly used quantitative position evaluation method in practice, which determines the relative value of each position according to their scores on remuneration factors. The operation of factor counting method is generally carried out according to the following steps.
① determine the elements of remuneration. Reward elements are the factors that affect the value of each position, and it is based on these factors that enterprises give corresponding rewards to positions. The elements of remuneration should generally be considered from four aspects: job responsibility, job skills, degree of effort and working conditions. Job responsibility refers to the responsibility to be undertaken in order to complete the job tasks of the position; Job skills refer to the knowledge, skills, experience, etc. necessary to complete the job tasks of the position; The degree of effort refers to the physical and mental requirements to complete the tasks of the position; Working conditions refer to the physical conditions and dangerous degree of work.
② Divide each reward element into different grades and clearly define the meaning of reward element and each grade. The division of grades depends on the degree of difference in this factor among various positions within the enterprise. The greater the difference, the more grades are divided.
③ determine the point value of each reward element and its internal levels. Determine the total number of points and determine the weight of each element in the total number of points. Assign points to each position level
④ Evaluate
According to the job description and the established standards, determine the level of the evaluated position in each reward element, and add up the points corresponding to the level to get the final evaluation points of the position.
(4) Factor comparison method
Factor comparison method is a more complicated job evaluation method, which no longer simply compares the relative value of jobs, but also takes the salary factor into account.
3. salary survey
salary survey refers to the process of collecting salary information of other enterprises in the same region or industry, so as to determine the market salary level. According to the results of salary survey, combined with the results of job evaluation and the company's own salary strategy, the specific salary level of each position can be determined.
(1) Principles of salary survey
① Obtaining salary data voluntarily from the enterprises under investigation
② The survey data should be accurate
③ The survey data should be updated at any time
(2) Implementation of salary survey
① Select the position to be investigated.
② determine the scope of the investigation.
③ Determine the items to be investigated
④ Conduct the actual investigation.
⑤ analysis of survey results.
4. Establish salary curve
5. Determine salary grade 27-12-22 23:29
Please provide an answer as soon as possible! 27-12-22 23:3
Anonymous answer: 11 popularity: 178 solution time: 27-12-29 17:25 report II. Salary design
Based on the analysis of human resource management concepts and policies, salary strategies and existing salary models of a science and technology enterprise, Oriental Dacheng Consulting combined with its deep understanding of various salary models and considered the company. Put forward the following two basic salary models, For the salary decision of a science and technology enterprise:
salary design scheme (I)-structural salary mode
1. Structure: basic salary+skill salary+(post salary+performance salary)+(various allowances+benefits)
Proportion: 2%+1%+1%
2. Description: Basic salary-salary to maintain employees' basic living. Its function is to ensure the simple reproduction of the labor force, and the common practice is to make it according to the local legal minimum wage standard where the company is located, and all positions are consistent.
post salary-the salary determined according to the salary factors such as the size of the post responsibility, the post qualifications, the degree of effort, etc., is the main component of this structure salary. Its main function is to promote employees' work responsibility and self-motivation. Post salary is determined by post grade, which is the main determinant of a person's salary. Post salary is an interval, not a point. The company can select some data from the salary survey as the midpoint of this interval, and then determine the upper and lower limits of each job level according to this midpoint. For example, in a certain job grade, the upper limit can be 2% higher than the midpoint and the lower limit can be 2% lower than the midpoint.
skill salary-the salary determined according to the comprehensive ability of employees, which itself accounts for a certain proportion of the salary. Its main purpose is to encourage employees to study business and improve their skills, and it is also a compensation for employees' intellectual investment.
performance pay-performance pay is a reward for employees to achieve business goals, that is, the salary must be related to the economic value created by employees for the enterprise. Performance salary can be sales commission, project commission and annual reward. The determination of this part of salary is closely related to the company's performance evaluation system.
Calculation formula: employee's actual performance salary = employee's performance salary standard x department assessment coefficient x employee's individual assessment coefficient
Generally speaking, to determine the basic salary, the local minimum wage standard needs to be confirmed; To determine the post salary, it is necessary to evaluate the post; To determine the skill salary, it is necessary to evaluate the qualifications of personnel; To determine performance pay, it is necessary to evaluate work performance.
various allowances-mainly length of service allowance, education allowance, etc.-are compensation for the accumulation of employees' work experience and labor contribution, so as to make employees feel at ease in their work. Among them, the seniority allowance takes into account that the accumulated value contribution of employees is parabolic with the increase of age, so it is carried out in a decreasing way.
welfare-welfare items mainly include old-age insurance, unemployment insurance, medical insurance, industrial injury insurance, housing accumulation fund, paid vacation, etc. It is an important symbol of whether the company's human resources system is sound or not. Well-designed welfare projects can not only bring convenience to employees, relieve worries and increase loyalty to the company, but also save expenses on personal income tax and improve the social prestige of the company.
Good night, I love you. Report at 2: 2 on December 23, 27
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Management category: post salary+performance salary+bonus+various allowances+welfare; Performance pay is mainly based on work objectives and plans, supplemented by work attitude, etc., and is paid once a month. Bonuses (or long-term incentives) shall be subject to the annual comprehensive assessment.
technical category: post salary+project commission+bonus+various allowances+welfare; The project royalty will be assessed once a month, and the comprehensive assessment and settlement will be made after the completion of the R&D project; Bonuses (or long-term incentives) shall be subject to the annual comprehensive assessment.
sales category: post salary+sales commission+bonus+various allowances+benefits; Conduct monthly assessment and distribution based on sales volume, payment back and customer information. Bonuses (or long-term incentives) shall be subject to the annual comprehensive assessment.
Supplementary note:
Considering the combination of post series and management level, this salary combination changes, resulting in the following salary modes: annual salary system for senior managers (including high-tech personnel), structural salary system for managers and technicians, performance salary system for marketers and market pricing method for production personnel.
5. Features of this remuneration package:
This package tends to consider the future development of the company, integrating the existing skills (professional titles) of employees into the post compensation part, and at the same time giving some consideration to the allowance part in order to eliminate contradictions; Thus, the influence of past skills (professional titles) on the salary model is basically eliminated, and it is fully integrated with the market salary. In order to reflect the timely motivation of the performance compensation part to employees, its implementation is carried out on a monthly basis, which requires a higher level of internal management of the company.
On the other hand, the variable salary based on personal performance and company performance is essentially two parts-performance salary and bonus (year-end bonus or long-term incentive; It shows that the value distribution of core employees and non-core employees is different because of their different contributions to the company's value. For key core employees, because they have a greater impact on the long-term development of the company, long-term incentive measures are taken to prevent short-term behavior in the company's internal business decision-making and implementation; Instead, the salary of non-core employees is paid in time to enhance incentives.
based on the understanding of the situation, the embodiment of human resource management concepts and policies, and the motivation of employees with posts and performance to drive the company's performance, the post and performance salary will account for about 8% of the total salary. In short, compared with the previous scheme, the variable salary part obviously exceeds the fixed salary part in terms of hierarchy and series, which is more conducive to advancing the performance of the company and employees, making the total salary change synchronously with the company's benefits, and the incentive effect is more obvious.
6. Allowance distribution table (to be determined according to the salary combination mode):
Length of service allowance table (omitted)
Title allowance table (omitted)
Education allowance table (omitted)
Good night, I love you. I reported it at 2: 31 on December 23, 27
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The Department of Economic Management of a college has two teaching and research sections, one is the basic course teaching and research section; The second is the teaching and research section of professional courses, which has four teaching assistants, lecturers, associate professors and professors. Please design the best salary scheme for this department (please use factor counting method)
♂ Love ♀ Anger ♀ 27-12-23 1:1 Report
Job Description
DocumentNo. _ _ _ __
Approval _ _ Effective Date _ < Basic
1. Job title 2. Direct superior position 3. Department
4. Number of supervisors 5. Number of employees 6. Position number
2. Job description
1. Job description
2. Job description
Content and authority of tasks
3. Qualifications
1. Required skills
required skills, professional length of service
3. Work experience requirements
4. Assessment methods
Good night, I love you, 27-12-23 1:23 Report
1. Why do you want to make a job analysis?
why do some people have too much work to finish?
Why do some people drink tea, read newspapers, surf the Internet, chat and play games all day?
why do some people overlap in their work, and everyone is fighting for the credit, but no one is responsible?
why is there a job left unattended, which will delay the fighter plane?
why do employees often fail to meet the requirements?
why can't we complete an objective performance appraisal, with no laziness and no punishment?
why does the company pay a huge total salary, but employees still complain that the salary is too low and the benefits are too little?
why do employees complain that the company does not provide enough training and learning opportunities?
why did the company invest in training but failed to achieve the expected results?
why don't some employees know what they should do?
why is it difficult for supervisors to accurately evaluate whether the performance of their subordinates is good or bad?
Because:
We don't know how much everyone's workload is?
we don't know exactly how many staff are needed.
we don't know how to effectively evaluate employees' work.
we don't know how to give full play to everyone's role effectively.
we don't know about employees' careers?
we don't know what employees really need.
2. What is job analysis?
2.1 definition of job analysis
it is through the collection, research and analysis of information about job content and job responsibilities that the task, nature and relative value of the job can be determined, as well as which types of people are suitable for this job.
2.2 focus of job analysis (6WHH)
Who: Who will finish this job
what: What does this job do
what: Arrangement of job time
where: Where is the job
why: Why does he perform his job (what is the meaning of the job)
for who: He is here.