A company's compensation management system

Chapter I General Provisions

The first scope of application

This management system applies to all employees in the company's establishment.

The second compensation payment element

The elements of the company's salary payment are: job value, employee performance, employee competence, and market pay level in the same industry.

Article 3 Management level and grade

The company's employees at all levels are divided into four levels of management:

1. Senior staff: starting from the position of deputy general manager of the company.

2, middle-level employees: functional department, business department, deputy minister position.

3. Grassroots employees: general management positions and business department salesmen in all departments of the company.

4. Junior staff: operators, trainees, etc.

The company's employees at all levels are divided into two grades:

1. Departmental departments: including employees of the administrative personnel department, the finance department, the logistics center, and the procurement department.

2. Business department: including employees in the marketing department.

Chapter II Compensation Elements

The first company's compensation structure includes the following compensation elements as a whole:

Basic salary: including fixed position salary and fixed salary.

Performance compensation: including monthly bonuses, year-end bonuses, and benefit bonuses.

Benefits and subsidies.

Other compensation: including special rewards.

Article 2 Fixed salary and post subsidy

Fixed post salary and level salary reflect the difference between position and individual skill by adopting job grading, intra-level division, and multiple-paying salary: according to the company's human resource cost tolerance, external market salary level and job evaluation results .

Third monthly bonus

The monthly bonus is based on the monthly performance of non-business employees and is paid in monthly performance.

Fourth year-end bonus

The year-end award is the salary unit that the employee obtains through hard work, and is determined by the individual's performance and unit performance.

Article 5 Benefit Bonus

Refers to the bonus of the department after the operation department completes the planning task, which can be a monthly cycle or a project cycle.

Article 6 Welfare

Mainly refers to the supplement of commercial insurance.

Article 7 subsidy

General subsidies: including meal supplements, communication grants, etc.

Training subsidy: The company encourages employees with outstanding performance and outstanding ability and quality. For employees who participate in training and study in foreign affairs and expatriates, they will be subsidized according to management level and performance;

Article 8 Special Bonus

The purpose of the special bonus is to strengthen the outstanding performance of the individual employee to encourage the employee to consciously care about the company's development. Including awards, special contribution awards, etc.

Chapter III Salary System Design

The rank of the first compensation system

According to the size of the position, the positions with similar results in the job evaluation are divided into the same scope, and the scope is the rank.

The company's rank is divided into six levels: a, b, c, and d ranks, each position is assigned to the corresponding rank, and the salary range is determined according to different ranks.

Remarks: The above salary interval measurement unit is yuan/month, excluding year-end bonus and benefit bonus.

The corresponding number of grades and standards of each series are as follows: the salary standard of senior staff is divided into 5 files, the difference is 1000 yuan; the standard salary of middle-level employees is divided into 8 files, the difference is 500 yuan; the standard salary of grassroots employees is divided into 12 files. The difference is 200 yuan, and the junior staff is determined by reference to the grassroots employees. The upper and lower limits are included in the above salary standards. At the same time, the company set up a remuneration and appraisal committee. The daily office is responsible for the staff's assessment criteria and assessment. The appraisal results are reported to the general manager for approval. The employees at all levels can be upgraded within the corresponding adjustment range. Downshift, specifically issued in the form of company files.

Chapter IV Main Forms of Salary

The company's compensation system is divided into the following five forms of compensation:

Annual salary system. Applicable to senior management and key talents, characterized by an assessment of annual business performance and the issuance of corresponding salaries.

Salary with annual salary system = fixed salary + post subsidy + year-end bonus

Monthly salary system. Applicable to grassroots management and technical staff in the non-operating department of the middle-level grassroots.

Monthly salary system salary = monthly fixed salary + monthly performance salary + post subsidy + year-end bonus

among them:

The salary structure of middle-level employees is monthly fixed salary: monthly performance salary = 7:3

The salary structure of the grassroots employees is monthly fixed salary: monthly performance salary = 8:2

The commission system. The fixed salary is combined with the benefit bonus, and the benefit bonus is determined by a certain percentage of sales or profit.

The salary of the commission system is implemented = monthly fixed salary + post subsidy + benefit bonus

Special wage system. Special talents refer to the scarce talents that the company urgently needs or needs and the competition in the talent market is fierce, and the existing salary system cannot be inclusive. The structure and distribution form of compensation are determined according to the labor agreement.

Fixed wage system. Cleaning, security, drivers, chefs and other positions are subject to a fixed wage system.

Piece or fixed salary system. Refers to the working layer.

Chapter V Salary Adjustment Mechanism

The first factor affecting salary adjustment

The factors affecting salary adjustment mainly include three aspects: changes in the external environment, changes within the company and changes in the individual.

The changes in the external environment mainly include: changes in the industry's salary level and the improvement of the overall income level of the society;

Changes within the company mainly include: changes brought about by organizational restructuring;

Personal changes include: quality of ability, improvement of performance and changes in positions.

Article 2: Salary adjustment brought by changes in external environment

The adjustment of salary level in the industry and the improvement of the overall income level of the society, the adjustment period is generally two or three years.

Article 3: Adjustment of organizational structure to bring about salary adjustments in job changes

The process of salary adjustment in the change of position brought by organizational structure adjustment: organizational structure adjustment of strategic planning; the human resources department organizes the evaluation of new positions, the determination of ranks and salary ranges; the human resources department proposes detailed reports and plans; company executives The layer discussion is executed after passing.

Individual position adjustments resulting from organizational restructuring can be determined directly by reference to the ranks and salary ranges of the relevant positions.

Chapter VI Supplementary Provisions

Article 1 This management system is responsible for the formulation, revision and interpretation of the Human Resources Department of the company.

Article 2 This management system shall become effective after being approved by the general manager of the company.

Article 3 This management system shall be implemented as of the date of promulgation.