3 essays on salary design scheme

In order to ensure the orderly progress of work or things, it is often necessary to prepare plans in advance, which is a detailed process to solve a problem or a project or a topic. So how should we make a plan? The following are three salary design schemes I have carefully arranged for reference only. Let's have a look.

Salary design scheme 1 1. digital proportional method

Digital proportion method refers to the redistribution of sales commission among individuals, small groups and large groups according to the prescribed proportion. The scope of small groups and large groups is determined according to the actual situation of the company. For example, the group is the office and the large group is the sales area; Small groups are departments, and large groups are branches. Digital proportion method emphasizes team spirit.

When determining the proportion of individuals, small groups and large groups, we must comprehensively consider the independence and structure of employees' work. If the work reflects high independence and low structure, it is necessary to consider personal value and enlarge the proportion of individuals, such as 72 1. If the work reflects low independence and high structure, we should consider the value of teamwork and enlarge the ratio of large groups to large groups, such as 442 and 433. According to the different calculation methods, the digital proportional method can be divided into: commission method, individual goal commission method and team goal commission method.

Commission method: calculate the commission amount according to the actual personal sales, and then distribute the commission amount according to the specified proportion.

For example, a sales company has a finance department: 2 people, an office: 2 people, and a sales department: A and B; Sales department 2: C and D. Sales this month: A: 20,000 yuan, B: 30,000 yuan, C: 20,000 yuan, D: 1 10,000 yuan. The royalty ratio is 10%, and the usage ratio is 5: 3: 2. A (personal direct interest): 20000 *10% * 5/(5+2+3) =1000 yuan.

A (profit distribution by department): 20000 *10% * 3/(5+3+2)/2 = 300 yuan.

A (benefits distributed by the company): 20000 *10% * 2/(5+3+2)/8 = 50 yuan.

The direct income of Party A =1000+300+50 =1350 yuan.

B (personal direct interest): 30,000 *10% * 5/(5+3+2) =1500 yuan.

B (profit distribution by department): 30,000 *10% * 3/(5+3+2)/2 = 450 yuan.

B (company profit distribution): 30,000 *10% * 2/(5+3+2)/8 = 75 yuan.

Direct benefit of B = 1500+450+75 =20xx.

C (personal direct interest): 20000 *10% * 5/(5+2+3) =1000 yuan.

C (profit distribution by department): 20000 *10% * 3/(5+3+2)/2 = 300 yuan.

C (profit distribution of the company): 20000 *10% * 2/(5+3+2)/8 = 50 yuan.

The direct income of Party C =1000+300+50 =1350 yuan.

D (personal direct interest):10000 *10% * 5/(5+3+2) = 500 yuan.

D (benefits distributed by department):10000 *10% * 3/(5+3+2)/2 =150 yuan.

D (company profit distribution):10000 *10% * 2/(5+3+2)/8 = 25 yuan.

The direct income of D =500+ 150+25=675 yuan.

Benefits transferred by Party B, Party C and Party D to Party A: 450+75+50+25=600 yuan.

Benefits transferred to Party B by Party A, Party C and Party D: 300+50+50+25=425 yuan.

Benefits transferred by Party A, Party B and Party D to Party C: 50+75+ 150+25=300 yuan.

Benefits transferred by Party A, Party B and Party C to Party D: 50+75+300+50=475 yuan.

Total profit of Party A = 1350+600= 1950 yuan.

The total interest of Party B =20xx+425=2450 yuan.

The total interest of Party C = 1350+300= 1650 yuan.

Total interest of D =675+475= 1 150 yuan.

The second part explains the salary design scheme in detail:

Step 1: Understand the level of employee needs.

The competition of enterprises in the future is the competition of talents, which has been recognized by the business community. Who is a slave? Economic man? Under the assumption that employees have material needs, improving employees' income can attract and retain people. It is worth noting that people not only? Economic man? , or? Social man? In addition to material needs, there are social needs. Enterprises should pay attention to caring for and respecting people's needs, cultivating and forming employees' sense of belonging and loyalty, and attaching importance to employee communication and employee participation. Besides, people are still? Self-realization? People need enterprises to provide a development platform to meet the needs of self-realization. Therefore, from the perspective of retaining talents for a long time and exerting talents' benefits, the salary directly related to enterprises and employees cannot be treated simply, which has its own mystery, and the salary design scheme has been paid more and more attention by enterprises.

Step 2: Master the incentive theory.

As managers of enterprises, we should fully realize the importance of incentives and master relevant incentive theories. Incentive theory runs through the whole process of salary design. Whether the company designs its own salary system or invites experts to design it, it is still in use. It is very helpful for enterprise managers to master the relevant incentive theory to implement and apply the salary system.

Commonly used incentive theories include three categories: one is content-based incentive theory, including Maslow's hierarchy of needs theory and Herzberg's two-factor theory; One is the incentive theory based on process, which uses Adams' equity theory; There is also an incentive theory of behavior modification, including Kelly's attribution theory, expectation theory and reinforcement theory. These incentive theories are based on the same incentive principles and play an important role in salary design.

Step 3: Choose the salary model.

There are five common salary modes in enterprises: post salary system, ability/skill salary system, performance salary system, market salary system and seniority salary system. Each of the five models has its theoretical basis, advantages and disadvantages (see table 1).

In fact, after clarifying the salary factors and the basic principles of salary design, we can combine the above salary models and give full play to the strategic role of salary. The salary factors of enterprises include market factors, post factors, ability factors and performance factors. The basic principles of salary design include the principle of market competition, namely, the principle of external fairness, the principle of internal fairness and the principle of incentive. The combined salary model includes post skill salary system, skill performance salary system and post performance salary system. Various advantages and disadvantages, enterprises can choose according to their actual situation. Among them, the post performance salary system covers all salary factors, is this in line with the current state? Distribution according to work, more work, more pay? Our distribution system embodies fairness and efficiency, conforms to modern human resource management thought, and is the first choice for most enterprises at present.

Step 4: Design all aspects of the salary system.

Salary design is a systematic project, and each link is very important, mainly including five links:

Link 1: reflect the post value and do a good job evaluation. Link 2: Reflect personal values and do a good job in evaluating and positioning employees' abilities. Link 3: Reflect external competitiveness and do a good job in market salary survey. The fourth link: enterprise human cost analysis, aiming at determining the total annual salary and market salary positioning of enterprises. Link 5: salary structure design, how to design the salary structure depends on the salary values and salary concepts of the enterprise.

In the whole salary design scheme, it is necessary to understand the interest psychology of the organization, grasp the key driving factors and understand the salary distribution scheme accepted by employees psychologically. Before the scheme design, the enterprise can do an employee interest psychological survey.

Step 5: Build the guarantee system of salary system.

The salary guarantee system covers five aspects: organization system, index system, evaluation system, payment system and arbitration system, which are indispensable.

Once the salary is assessed, employees will easily feel insecure and unfair, which will inevitably lead to unfairness and irrationality for various reasons in the implementation process. In order to solve the contradiction, pay the salary fairly, make the salary distribution system fully implemented and achieve the expected effect, it is necessary to establish a perfect arbitration system, strictly implement it under the leadership of the performance-based salary management Committee, and implement justice to ensure that the rights and interests of employees are not harmed.

In a word, when making the salary design scheme, enterprises must grasp every step of work and do every link and detail well, so as to formulate a reasonable and scientific salary system and give full play to the incentive function of salary.

Salary design scheme 3 I. Salary structure

(1) basic salary. There are three salary levels: R&D manager (chief R&D personnel), senior R&D personnel and junior R&D personnel. The branch works out assessment standards, organizes experts to assess and score R&D personnel every year, and divides the corresponding salary grades according to the scoring results.

② Annual salary. Implement a unified annual wage standard, which will be adjusted with the adjustment of enterprises.

③ Performance pay. According to the employee's performance level and work contribution. Considering the long-term nature of R&D work, the performance of R&D personnel may not appear in a short time. Therefore, the progress and phased objectives of R&D projects are taken as the assessment basis, and the assessment is carried out according to the completion situation, and the results are honored according to the assessment results.

(4) Special project award. Determine the reward amount according to the following conditions. ① Reward R&D personnel according to the progress, quality and fund usage of R&D projects. (2) After the R&D project is completed, a one-time reward will be given according to the completion.

⑤ Others. Establish career channels for technical series and? Menu style? Optional benefits.

In the design of career channel, the technical series promotion channel is set up, so that once excellent R&D personnel become the chief R&D personnel, they can also get the same income as or even exceed that of R&D managers without promotion. In this way, R&D personnel can be guided to pay attention to the R&D topic itself, instead of blindly turning to management series; R&D personnel can improve their salary level by improving their professional ability, which can better motivate R&D personnel to achieve achievements in their professional fields. R&D personnel are mostly knowledge workers with strong personality. Flexible benefit plans can be implemented so that R&D employees can learn from various benefit item lists. Menu? Free to choose the benefits they need. Flexible benefits emphasize that employees can choose their own set of benefits from the welfare items provided by the company according to their own needs? Parcel? . Every employee can have his own? Exclusive? Welfare portfolio. Suggestions on optional welfare items: education and training, communication subsidies, car subsidies, travel, extra paid holidays or flexible working hours, etc.

Choosing flexible benefits, on the one hand, can reduce the insurance expenses of enterprises compared with traditional cash rewards, on the other hand, benefits can also play a role in spiritual encouragement and morale.

Second, the salary level and fixed floating ratio.

1. Salary payment curve. The salary payment curve of R&D personnel is slightly higher than that of branch managers, and the higher the salary grade, the greater the inclination, which shows a higher incentive orientation.

2. Salary level. The salary level of R&D personnel ranges from the lowest 60,000 yuan to the highest150,000 yuan, and the salary span is very large. When designing the salary system, the concept of broadband salary is introduced, so only three salary grades are divided and a wider salary bandwidth is designed. The salary bandwidth expands with the increase of salary level, which makes the higher the level of personnel, the greater the salary difference of their different abilities and performances. At the same time, through the overlapping design, the next level personnel can get high salary as long as they achieve high performance.

3.R&D personnel salary structure.

(1)R&D manager (R&D personnel supervisor). Adopt a fixed floating ratio of 4: 6, in which: the fixed part of the basic salary accounts for 40% of the total annual salary and is paid monthly; The floating part consists of project reward and performance appraisal salary, of which 35% of the total annual salary is used for special project reward, which will be cashed according to the completion of the project, and the remaining 25% is used for daily assessment and performance salary payment.

(2) senior R&D personnel. Adopt a fixed floating ratio of 45: 55, in which: the fixed part of the basic salary accounts for 45% of the total annual salary and is paid monthly; The floating part consists of project reward and performance appraisal salary, of which 30% of the total annual salary is used for special project reward, which will be cashed according to the completion of the project, and the remaining 25% is used for daily assessment and performance salary payment.

(3) junior R&D personnel. Adopt a fixed floating ratio of 5: 5, in which: the fixed basic salary accounts for 50% of the total annual wage income and is paid monthly; The floating part consists of project reward and performance appraisal salary. It is suggested that 25% of the total annual salary should be used for special project rewards, which will be cashed according to the completion of the project, and the remaining 25% should be used for the daily assessment and payment of performance pay. The salary structure proportion of the above personnel can be adjusted.

Three. Concluding remarks

The establishment of R&D salary incentive system is to better mobilize the enthusiasm of R&D personnel and guide them to give full play to their subjective initiative. Encouragement is guidance, but at the same time there must be assessment. After establishing the salary incentive mechanism for R&D personnel, we should also strengthen the assessment of R&D personnel and strictly implement the assessment results. Those who are basically incompetent shall be given a warning and improved within a time limit; For those who are incompetent, we must eliminate the R&D team in order to form an active, competent and efficient R&D team and better promote the realization of the business objectives of the enterprise.

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