In order to strengthen the unified management of employee salary, rationally design the salary structure, determine salary standards, and help supervisors at all levels further understand the implementation method of the salary plan, so that the company's employees can feel the reflection of their self-worth through reasonable returns on salary, so as to promote the enterprise

Management Responsibilities for Continuous Development of Operations (1) The Human Resources Department is responsible for the planning and formulation of the company's remuneration policy.

Research and analysis work should be done to continuously optimize the company's salary management and gradually improve the salary system. (2) Labor wages are responsible for the specific implementation of employee salary policies, and determine employee salary levels and salary adjustments in accordance with the provisions of policies and systems.

For specific matters, be responsible for the formulation of employee salary schedules every month, and strengthen work contact with finance to do a good job in salary payment.

(3) The financial management department mainly focuses on the management of funds, strictly implements salary policies, establishes independent financial accounts for salary management, strengthens budgets and correctly reflects usage (4) The general manager of the company is responsible for the approval of salary policy plans and their implementation

Supervise the design of total remuneration (1) Explanation of total remuneration Total remuneration is the total human cost based on the company and each subsidiary fully achieving the annual business plan and goals. It is also the standard for the company's annual human cost control and is based on the company's operations.

It is determined comprehensively by factors such as development strategy, annual goals, and operating efficiency.

If the company and its subsidiaries exceed their annual targets, the excess performance wages issued will be stipulated separately.

(2) Composition of the total salary of the company The total salary of the company is composed of the following six parts: Total salary of senior managers 2, general manager fund 3, reserved salary 4, insurance benefits 5, special position allowance 6, total disposable salary Employee salary design (

1) Employee remuneration structure Total remuneration includes basic income and other income. Basic income includes basic salary, basic performance salary and super-performance salary. Other income includes allowances, benefits, and insurance.

Basic performance pay and super-performance pay make up performance pay.

(2) Other income Other income refers to the sum of allowances, benefits, and insurance.

All employees have other income, but the approved content is not necessarily the same. Some items are the same, and everyone has them, such as pension insurance, unemployment insurance, medical insurance, working meal subsidies, etc.; some items are only available for certain positions.

Issue special allowances, etc.

Each employee's other income is determined by the Human Resources Department in accordance with the company's "Welfare System Design Plan" policies and regulations.

(3) Basic income 1. The basic income of employees consists of two parts: basic salary (accounting for 60% of basic income) and basic performance salary (accounting for 40% of basic income) 2. The basis for assessment of basic salary is attendance 3. Basic

Performance pay is assessed based on work goals (tasks). (4) Excess performance pay, which is commonly known as bonus, refers to the reward for completing the excess beyond the work goals (tasks) of the current period.

(5) Employee Salary Payment Examples and Policy Description Assume that an employee’s other income (allowances, benefits, insurance) is 200 yuan; the basic income is 1,000 yuan, of which the basic salary is 600 yuan (60% of the basic income), and the basic performance salary is 400 yuan (

40% of the basic income); if the monthly work exceeds the production capacity, the approved excess performance salary is 300 yuan.

1. The employee’s salary for the current month is: Other income + basic income + excess performance salary = 200 yuan + 1,000 yuan + 300 yuan = 1,500 yuan 2. If the employee completes the tasks for the month but does not exceed production, the employee’s salary will be:

Other income + basic income = 200 yuan + 1,000 yuan = 1,200 yuan 3. If the employee completes the tasks for the month, the basic performance salary should be deducted according to the amount of unfinished work, but only up to 400 yuan can be deducted.

Deduct again.

4. If the company takes an employee off for a month due to lack of business or power outage, the other income of 200 yuan and the basic performance salary of 400 yuan for that month shall be suspended, and the employee can only receive a basic salary of 600 yuan for that month. 5. The above does not count employees

Other deductions and other awards.

If an employee is absent from work or has disciplinary penalties and other system provisions that should deduct salary, it should be deducted from the total salary of the month; similarly, if the employee has other special contributions such as rationalization suggestion awards, etc., they should also be issued to the company according to regulations. Salary Management System Design Plan 6 Employee Basics

The design of income. The basic income of employees refers to the daily basic salary of employees. Only when the basic salary is determined can the basic salary and performance salary of employees be determined in proportion.