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某著名it企业薪酬制度（A famous IT enterprise salary system）A famous IT enterprise salary system(tentative plan)I. General Provisions1.1, in order to regulate the salary of staff and the adjustment measures and other related matters, this system is specially formulated.1.2, this system applies to all staff of the company (that is, the staff stationed in Huizhou province). The term "salary" refers to the salary paid regularly on a monthly basis, excluding bonus and allowance items (except for the bonus items in the technical series).Two, wage structure2.1, the salary of staff consists of two parts: fixed wages and floating wages.2.2 fixed wages include: basic wages, technical wages, housing subsidies, medical subsidies. A fixed salary is defined as a relatively fixed work remuneration based on the position, qualifications, qualifications, skills, etc. of the staff.2.3, floating wages include: attendance, wages, performance pay, benefit wages, project developers and project subsidies. Floating wage is based on the performance of staff attendance, work performance and company performance, fixed wagecompensation, adjusted once a month.2.4 project subsidy from R & D project approved by the general manager of the project, in the relevant R & D staff salary paid in the month. The project manager checks the relevant R & D personnel every month, and determines the proportion of payment, which is 20% of the salary standard.2.5 the completion of the project will be evaluated by the technical strategy development committee of the company. If the project is completed ahead of schedule or on schedule, the project subsidy will be paid off on completion of the month. At the scheduled closing time, if the project completion rate is 60% lower, the project subsidy will be suspended from the month. If the project completion rate is higher than 60%, the project subsidy will continue until the completion of the project. The technical strategy development committee determines the project award according to the project evaluation value, completed quality and schedule.2.6, staff salaries deducted items include: personal income tax, education, absence, deductions (including deposits, loans, fines, etc.), withholding social security fees, withholding insurance premiums, withholding housing accumulation fund.2.7, if the staff pay for the wrong or missing, or need to return the money, will be in next month's salary "fill miscellaneous" replacement.Three, salary series3.1, companies in accordance with the nature of different positions, respectively, administrative, technical, marketing three categories of wage series.3.2 administrative salary series, suitable for administrative, financial, production and other day-to-day management or work staff.3.3, the technical wage series is applicable to professional and technical personnel engaged in product technology development, production technology, quality management and other professional technical work.3.4, the marketing wage series applies to employees engaged in marketing, promotion and related work, including both the marketing department and the personnel of the foreign institutions.3.5 the salary range for employees is shown in table 3-1 below:Table 3-1 range of salary seriesSalary seriesScope of applicationAdministrative wages1 、 general manager meeting member2, the assistant head of the above staff (except the marketingdepartment and other departments)All the staff of 3, general and administrative personnel department, financial department, auditing department, material supply department4 、 research department, industrial design department, technical engineering department, production technology department, quality management department, production department, engaged in non professional technical work staffTechnology SeriesResearch department, salary design department, technical engineering department, production technology department, quality management department, marketing department, customer service department, all staffMarketing series1 、 marketing department and subordinate market management department, industry sales department, marketing department, sales planning department, customer service department, all staff2, all staff (including managers, financial managers, etc.)Four, salary calculation method4.1 payroll formula:Actual wage = wage plus supplement item - deduct itemsSalary should be paid = fixed salary + floating wagesFixed salary = basic salary + technical salary + housing allowance + medical allowance= wage standard * the sum of the fixed wage coefficientsFloating wages = attendance salary + performance pay + benefit wages= wage standard * the sum of the variable wage coefficients4.2 determine the wage standard:According to the employee's salary series [job], the salary scale is determined and the corresponding salary standard is determined according to the staff pay scale.According to Table 5-1, "probation period, staff qualifications" refers to the nationally recognized academic standards. In the employment department, when the probation period for staff with more than 2 years of working experience is determined, the probation period shall be considered in the upper limit according to the ability, experience and the complexity of the position of the probationary personnel. Basic principles: technical series trial staff has more than 2 years working experience, every 1 annual salary level on the regulator 3-5, a maximum of not more than the same degree until the ceiling; has more than 2 years working experience in nontechnical series of probation officer, every 1 annual salary level on the regulator 1-3, a maximum of not more than wait until the upper limit of same degree.For the 5.1.5 company urgently needs a special talent, probation salary can break the above 5.1.3, 5.1.4 regulations and standards required by the Department in the "staff salary adjustment" stated on the salary standard and our reasons for application, the administrative personnel department, supervisor audit, general manager for approval to determine.Table 5-1 determination methods for staff salaries during probation period[scope of application: wages paid by the head office and not in administrative position]Probation clerkEducation0-2 years working experience2 years or above related working experiencesalary scaleWage standardSalary range and ceilingdoctorThirty-threeSix thousandCan float up to level 1-15The upper limit is eighteenth (9800) masterFifty-twoTwo thousand and six hundredCan float up to level 1-20The upper limit is thirty-second (6200) Double bachelorFifty-fourTwo thousand and four hundredCan float up to level 1-20The upper limit is thirty-fourth (4600) UndergraduateSixtyOne thousand and eight hundredCan float up to level 1-20The upper limit is fortieth (5800) Junior CollegeSixty-sixOne thousand and two hundredCan float up to level 1-15The upper limit is fifty-first (2700) Secondary specialized schoolSeventy-oneSeven hundredCan float up to level 1-15The upper limit is fifty-sixth (2200) Remarks1, more than 2 years of relevant work experience in the technical series of trial personnel, every 1 annual salary level can be raised 3-5, at most can not exceed the standard limit of the same educational level.2, more than 2 years of relevant work experience of non technical series of trial personnel, every 1 annual salary level should be on the regulator 1-3, at most can not exceed the standard limit of the same educational level.5.2 salary staff provided by a foreign institution for probation5.2.1 branch of the letter subordinate operating department, office probation staff salaries, by their branch recruitment, assessment of the person in charge of advice, fill in the "staff salary adjustment table", determined by the branch manager. Branch and subsidiary business department, the office of the probation staff wages shall be reported to the branch manager for branch manager, headquarters of the personnel department, financial department, auditing department has the right of jurisdiction of overseas staff wages to conduct inquiries and supervision.5.2.2 measures for determining staff salaries during the probationary period of foreign institutions, see 5-2. "Probationary period, staff qualifications" means the nationally recognized academic standards. Foreigninstitutions according to the local economic development level, the social average wage level, and the trial personnel ability, experience, trial work complexity, determine the probationstaff salary standard in the upper and lower limit range.Table 5-2 measures for determining salaries of staff members during probation period in institutions abroad[scope of application: staff of probation period issued by foreign institutions]Probation clerkEducationlower limitUpper limitsalary scaleWage standardsalary scaleWage standardmasterSixty-sevenOne thousand and one hundredFiftyTwo thousand and eight hundred Double bachelorSixty-eightOne thousandFifty-fourTwo thousand and four hundred UndergraduateSixty-nineNine hundredFifty-sevenTwo thousand and one hundred Junior CollegeSeventyEight hundredSixtyOne thousand and eight hundredSecondary specialized schoolSeventy-oneSeven hundredSixty-threeOne thousand and five hundred5.2.3 for overseas institutions need special talent, probation salary is more than 2 standard, but need to fill out "by foreign institutions staff salary adjustment", put forward written reasons, submitted to the administrative personnel department, market management department audit, approved by the supervisor to determine.Six, salary adjustment6.1, graduating from secondary school graduates, probationary period of one year, or recruitment of the trial period, the test qualified, in line with the positive conditions, should apply for positive procedures, re determine the pay scale.6.2 companies in June and December each year two staff performance comprehensive assessment,2=360Housing subsidies3000*0.08=240Benefit wage3000*0.3*0.8=240Medical subsidy3000*0.02=60//Total fixed wagesOne thousand and five hundredTotal floating wagesOne thousand three hundred and twentyWages should be aggregatedTwo thousand eight hundred and twenty1 (1) provide free access to mass management data! 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薪酬管理体系中英文对照外文翻译文献XXX people。
XXX enterprise management。
as it has a XXX attract。
retain。
and motivate employees。
particularly key talent。
As such。
it has XXX。
retain。
objective。
XXX on the design of salary XXX.2 The Importance of Salary System DesignThe design of a salary system is XXX's success。
An effective salary system can help attract and retain employees。
XXX。
XXX them to perform at their best。
In contrast。
a poorly designed salary system can lead to employee n and XXX。
which can XXX.To design an effective salary system。
XXX factors。
including the industry。
the enterprise's size and stage of development。
and the specific needs and goals of the XXX。
XXX.3 XXXXXX。
XXX incentives can help align the XXX with those of the enterprise and its shareholders。
XXX to perform at their best.When designing equity incentives。
业务员薪酬及提成制度Salary and Commission system （Salesman）一、总责 Total Responsibility本公司的薪酬模式以“新老同酬,以结果为导向”为原则.以月为单位进行考核,考核日期为每月1日至31日。
公司行政人事部将根据员工考勤、绩效考核、奖惩制度制定当月的薪酬，具体如下：The company salary system is based on result only, no matter you are new or old in company， the fair status and the same chance you will get。
Assessment date is 1st to 31th monthly, The company will calculate salary based on employee's attendance, sales performance, reward and punishment.二、岗位薪酬制度 Salary system1、公司薪资采用月结形式，薪酬结算为每月1—31日，定于每月7日发上月基本工资，每月15日发放上月提成及其他部分工资。
Basic salary pay-day is 7th monthly， commission and other part salary pay –day is 15th monthly。
2、财务会向每位员工提供一份工资明细单，员工可于工资发放后一周内向人力资源部或部门负责人查询.You can check (Salary and commission paid details） from responsible person。
三、岗位薪酬标准Salary standard （except probation period employee)本工资工资等级也不同。
薪酬方案范文模板英文文档内容:Salary Scheme Sample TemplateIntroduction:A well-designed salary scheme is crucial for attracting and retaining top talent in an organization.It should be fair, competitive, and aligned with the company"s budget and goals.This sample template provides a framework for creating an effective salary scheme.I.Job AnalysisBefore developing a salary scheme, it is essential to conduct a thorough job analysis.This involves identifying the key responsibilities, required qualifications, and desired skills for each position.By understanding the job requirements, you can determine the appropriate salary range for each role.II.Market ResearchTo ensure that your salary scheme is competitive, it is important to conduct market research.This involves comparing your company"s salary offerings with those of your competitors.By benchmarking against industry standards, you can attract and retain skilled professionals.III.Salary StructureA salary structure defines the hierarchy of positions within anorganization and the corresponding salary ranges.There are three common types of salary structures:1.Graduated: This structure involves setting different salary ranges for each level of job responsibility.2.Grid: This structure uses a matrix to define salary ranges based on job levels and years of experience.3.Custom: This structure allows for greater flexibility, enabling you to tailor salary ranges to individual positions or departments.IV.Salary ComponentsA comprehensive salary scheme should include various components, such as:1.Base Salary: The fixed monthly or annual salary paid to an employee.2.Incentives: Bonuses or commissions based on individual or team performance.3.Benefits: Health insurance, retirement plans, paid time off, and other perks offered to employees.4.Allowances: Additional payments for expenses such as travel, housing, or relocation.V.Salary AdjustmentsRegular salary adjustments are necessary to ensure that your salary scheme remains competitive and equitable.Consider the followingfactors when adjusting salaries:1.Cost of Living: Adjust salaries to account for changes in the cost of living.2.Performance: Reward high-performing employees with salary increases.3.Market Trends: Stay updated on industry salary trends and adjust your scheme accordingly.municationClear communication is key to the successful implementation of a salary scheme.Ensure that employees understand the rationale behind the scheme and how it benefits them.Provide opportunities for feedback and address any concerns or questions they may have.Conclusion:A well-structured salary scheme is essential for attracting and retaining top talent.By following this sample template, you can create a fair and competitive salary scheme that aligns with your company"s budget and goals.中文文档内容:薪酬方案样本模板引言：一个设计良好的薪酬方案对于吸引和留住顶尖人才至关重要。
英文hr薪酬管理方案Compensation Management PlanIntroduction:A comprehensive compensation management plan is crucial for attracting and retaining top talent in an organization. This plan will outline the strategies and practices that will be implemented to ensure fair and competitive compensation for employees. Objective:The objective of this compensation management plan is to establish a transparent, competitive, and performance-driven compensation program that aligns with the organizational goals and values.Components of the Plan:1. Job Analysis and Evaluation:- Conduct a thorough job analysis to identify and document job responsibilities, required skills, and qualifications.- Implement a job evaluation system to ensure internal equity and consistency in salary structures.2. Salary Structure:- Develop a salary structure that reflects market trends and is competitive in attracting and retaining top talent.- Consider factors such as job role, seniority, and performance when determining salary ranges.3. Market Analysis:- Regularly benchmark salaries and benefits against industry and geographical market standards.- Adjust compensation packages as necessary to remain competitive.4. Performance Management:- Align compensation with individual and team performance. - Implement a performance management system to assess and reward employee performance.- Provide performance-based incentives and bonuses.5. Benefits and Perks:- Evaluate and enhance employee benefits packages to meet the evolving needs of employees.- Include healthcare, retirement plans, paid time off, and other relevant benefits.- Offer additional perks such as flexible work arrangements, wellness programs, and professional development opportunities.6. Communication and Transparency:- Clearly communicate the compensation philosophy and policies to all employees.- Provide detailed information about the factors taken into consideration for salary decisions.- Foster a transparent culture by engaging in open and honest discussions about compensation.7. Compliance:- Stay informed of federal, state, and local legislations and laws regarding compensation.- Ensure compliance with Equal Employment Opportunity (EEO) laws, Fair Labor Standards Act (FLSA), and other relevant regulations.8. Regular Reviews:- Conduct regular reviews of the compensation management plan to identify areas for improvement.- Seek feedback from employees through surveys or focus groups to understand their needs and expectations. Conclusion:A well-designed compensation management plan is essential for attracting and retaining top talent. By implementing a transparent, market-competitive, and performance-driven approach, the organization can ensure fair compensation practices while motivating and engaging employees. Regular reviews and updates to the plan will ensure its continued effectiveness in meeting the evolving needs of the organization and its employees.。
薪酬方案英文Compensation PlanIntroductionIn today's competitive job market, organizations strive to attract and retain top talent by offering competitive compensation packages. A well-designed compensation plan not only motivates employees but also aligns their efforts with the company's goals. In this article, we will discuss the key elements to consider when developing a comprehensive compensation plan.I. Compensation PhilosophyEvery organization needs to define its compensation philosophy as a guiding principle for making pay decisions. The compensation philosophy should reflect the company's culture, values, and overall business strategy. It should address questions such as whether the organization aims to lead, match, or lag the market in terms of pay, and whether it emphasizes performance-based rewards or focuses more on internal equity.II. Job Analysis and EvaluationBefore designing a compensation plan, it is essential to conduct a thorough job analysis and evaluation. This process involves identifying and documenting the key responsibilities, qualifications, and skill requirements for each position within the organization. Job evaluation methods, such as the point factor system or the ranking method, can be employed to determine the relative worth or value of different jobs within the company.III. Market ResearchTo ensure competitiveness, organizations need to benchmark their compensation packages against industry standards and labor market trends. This requires conducting market research to gather data on comparable job roles in similar organizations. The research may include analyzing salary surveys, examining compensation trends, and seeking insights from industry professionals. Adjustments can then be made to ensure that the organization's pay rates are competitive.IV. Pay StructureCreating a pay structure is crucial for managing and administering compensation within an organization. A pay structure outlines the range of pay rates for different jobs and provides a clear framework for setting salaries. It typically includes pay grades or bands, which group jobs of similar value or worth together. Pay grades allow for internal equity, as employees in the same grade should receive similar compensation.V. Variable Pay ProgramsAside from base salary, organizations may incorporate variable pay programs into their compensation plans. Variable pay refers to non-fixed monetary rewards given to employees based on their individual or team performance. Common forms of variable pay include bonuses, profit-sharing, and commission plans. These programs can incentivize employees to achieve specific goals and align their efforts with the company's overall objectives.VI. Benefits and PerquisitesBesides monetary compensation, organizations should also consider the inclusion of benefits and perquisites in their compensation packages. Benefits may include health insurance, retirement plans, paid time off, and flexible work arrangements. Perquisites, often known as "perks," are additional non-financial perks offered to employees, such as company cars, memberships, or educational assistance programs. These additional benefits can enhance employee satisfaction and improve retention.VII. Communication and TransparencyA successful compensation plan relies on effective communication and transparency. Organizations should clearly communicate the details of the compensation plan to employees, ensuring that they understand how their pay is determined and what opportunities exist for advancement or increased compensation. Transparent communication fosters trust and ensures employees feel valued and engaged.ConclusionIn conclusion, a well-designed compensation plan is essential for attracting and retaining top talent in today's competitive job market. It requires careful consideration of an organization's compensation philosophy, job analysis, market research, pay structure, variable pay programs, benefits, and transparency. By implementing a comprehensive compensation plan, organizations can create a motivated and engaged workforce that drives the company's success.。
