XX Construction Group Salary Management System I. The Role of Establishing Compensation Management System (1) Fair and reasonable salary is conducive to the formulation of talent strategy, help enterprises absorb and retain talent, and also an important means to reduce labor disputes. (2) Scientific and reasonable salary system can greatly improve the enthusiasm of employees and stimulate work enthusiasm, which is the key to enhance the core competitiveness of enterprises. (3) Scientific salary system can help enterprises effectively control costs. (4) Scientific salary system is an important part of enterprise system construction, and it also has a great influence on enterprise culture construction and external public opinion image. (5) The objective change of the situation inside and outside the enterprise makes it necessary for the enterprise to continuously develop and improve the salary system. II. Division of Post Levels The company's rank is divided into seven grades and three positions. Grades are divided into staff level (grade 1-1-3-2, including employees, supervisors, project managers), management level (grade 3-3-5-2 includes deputy department manager, Department manager, regional deputy, regional general manager, central deputy, central general manager), decision-making level (level 5-3-7-3 includes deputy company deputy general manager, company executive general manager, company director, company vice-chairman, company chairman) 3. Post Mobilization Because of the need of work and the consideration of employee's career planning, the company can mobilize employees to work in another position or to rotate training. In case of post adjustment, employees should adhere to the principle of "change of post to salary", and their salaries should be adjusted in time according to new positions (including salary increase and salary reduction). Pay structure The salary of company employees mainly includes salary, bonus and welfare. Wage composition of employees: basic wage, post wage, full-time award, length of service wage, certificate subsidy, assessment wage, advance bonus, other seven parts.(See table below for specific criteria) (1) Setting standards for basic wages (according to educational background) Serial numb Education standard Postgraduate (Ph.D.) 3000element er 1 2 3 Postgraduate (Master) Undergraduate 2400element 2200element Undergraduate 4 (correspondence) 5 Junior College College 6 (correspondence) 7 high school Junior high school 8 and below 2100element 2000element 1950element 1900element 1850element (2) Setting standards for post wages lev el positi on Sala ry scal e 1 1 P0 P1 2 P2 3 P3 Qualification Trainee Graduates (College and General Bachelor Degree) Less than 2 years'experience in the same position Special Logistics Foundation Post Graduates (first-class undergraduate or above) Less than 2 years'experience in the same position (double-top university) 2-3 years experience in the same position Work performance (average score in recent 2 years) Class C and above - - One year after joining the company P4 One year after joining the company P5 One year after joining the company P6 P7 1 P8 P9 P10 2 2 P11 P12 P13 3 P14 P15 3 1 M1 M2 Average Grade C of Assessment in Recent One Year Average Grade B of Assessment in Recent One Year Average Grade A of Assessment in Near One Year 3-4 years'experience in the same position Two years after joining the Level C company Two years after joining the Level B company Two years after joining the Class A company Recent Master's Degree Experience in the same position for 5-7 years 3-5 years after joining the Level C company 3-5 years after joining the Level B company 3-5 years after joining the Class A company Ph.D. candidates Over 7 years experience in the same position Over 5 years or more Level C Over 5 years or more Level B Over 5 years or more Class A Employees at the supervisory level have not served for more than one year Supervisory employees have The average score served for 1-3 years of two consecutive examinations during the term of M3 Supervisory employees have served for 3-5 years M4 Supervisory staff with 5 years or more of service M5 Less than one year's service at the project manager level M6 2 M7 M8 4 5 3 M9 1 M10 2 M11 3 M12 1 Z1 2 Z2 3 Z3 office is Grade B. There have been at least three Bgrades in the last three ye

docxDoc Compensation Management System of Construction Enterprises (Advanced Model)

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