The current wage system in China generally includes the following contents:
1, salary scale.
It refers to a wage system that classifies all kinds of jobs according to their complexity, workload, risk and accuracy and sets corresponding wage standards. It is the basis of other wage systems, also known as the basic wage system. Its main feature is to reflect the difference of labor force from the quality of labor force.
2. Wage adjustment system.
The wage adjustment system is a supplement to the wage grading system. Its main contents include assessment and upgrading, automatic wage increase, assessment and grading, and raising wage standards. Make the wage system tend to be balanced and reasonable in the change.
3. Wage payment system.
Refers to a system for calculating the relevant principles, standards and specific legislation for paying employees' wages. It mainly includes the principle of payment, the salary of all kinds of personnel and the salary under special circumstances.
4, the wage fund management system.
Wage fund refers to the part of the fund that employers withdraw from their operations or profits to pay employees' wages. Generally speaking, wage fund management refers to a series of administrative activities such as examination and approval procedures and supervision measures stipulated by the state, as well as supervision and audit of the use of wage funds in local units. At present, the basic wage system implemented by Chinese enterprises mainly includes grade wage system, post wage system, structural wage system and post skill wage system.
China's wage system is a labor remuneration system formulated by the state according to the principle of distribution according to work, which embodies the distribution relationship and principle of individual consumer goods.
On the basis of grading wage system, China implements piecework wage, hourly wage, salary plus reward and allowance. The wage system should be adjusted and reformed in time with the changes of production equipment, technological process, labor organization and working conditions.
Second, the evaluation method of wage system
(1) job evaluation method
Job evaluation is a key step in the design of wage system. The results of job evaluation will produce order, grade, score or symbolic monetary value, indicating the labor value or importance of each job. There are five common job evaluation methods. That is, experience ranking method, comprehensive factor classification method, factor comparison method, factor scoring method and market positioning method.
(2) the method of determining the wage structure line
After job evaluation, we determine a job evaluation value for each job in the organization, which shows its labor value or importance. The job evaluation value can be an order, a grade, a score or a symbolic monetary value. The next job is to determine the corresponding salary values for these job evaluation values. In other words, these job evaluation values should be converted into actual salary values. Theoretically determines the shape of the wage structure line, including slope and intercept.
(3) Wage grading method
The typical method of wage grading is to combine those jobs with similar labor value or importance into the same grade through job evaluation to form a series of wage grades. Although the labor value or importance of these jobs are not absolutely equal, there is little difference, so combining them can greatly simplify operation and facilitate management. The determination of the range and number of grades depends on the slope of the wage structure line, the total number of posts and the wage policy and promotion policy of the enterprise. As a general principle, the number of grades should not be so small that jobs with very different relative values are all in the same grade without distinction, nor so large that they need to be distinguished at different grades with slightly different values. This is because too few grades are difficult to improve, which is not conducive to morale, and too many grades are not conducive to management. In reality, the salary grade series of enterprises is generally between 10 and 15.
(4) a balanced wage system
Balanced wage system is a comprehensive average of the current wage level of the same occupation or similar work. Don't significantly increase this average, so that employees feel more reasonable and the boss won't pay a lot of money.
The advantage of the balanced wage system is that if the salary of employees in a certain department is significantly higher than that of other companies in this industry, problems will arise. Obviously, many people will use various means to enter this company, which virtually encourages the corruption of department heads. The company spends a lot of money but doesn't give employees benefits. In order to secure their positions, these employees will bribe department leaders, because even if part of their salary is used for emotional exchanges, the rest will be much more than in other companies. There is another terrible problem. Only the glib part of the staff can come up with this part of the money. This group of people often like to observe the words from the leaders, while those who like have it both ways are mostly superficial in their work. People who do things in a down-to-earth way are stubborn and obsessed with life. They think it's ok as long as they do their job well. Because they don't like this, their work is often unstable, and they don't know when they will be quarreled by the supervisor for no reason. That is to say, the boss became a big head and hired a group of slick people.
Third, is the wage secrecy system legal?
The wage secrecy system is legal, and the secrecy wage system refers to a wage system that flexibly reflects the operating conditions of enterprises and the supply and demand situation of the labor market and keeps the wage income of employees confidential. Avoid internal comparisons among employees and reduce contradictions. As the salary is determined by direct negotiation between the factory and the employees, both parties can accept it and are generally satisfied, which is conducive to mobilizing the enthusiasm of the employees. Change the disadvantage that employees' wages can go up and down. The wage level can rise and fall with the operation of the enterprise and the supply and demand of the labor market, prompting employees to turn to jobs that are in short supply, and maintaining a reasonable proportional relationship among all kinds of personnel. At the same time, it also helps employees get the best remuneration at the best age.
Article 4 of the Labor Law The employing unit shall establish and improve rules and regulations in accordance with the law to ensure that workers enjoy labor rights and perform labor obligations.
1 Employee's salary is determined by the enterprise according to the technical complexity of the operation, the technical proficiency of the employee and the negotiable situation of the employee, and its salary depends on the supply and demand of the labor market and the operating conditions of the enterprise.
When a certain type of work or personnel is in short supply, or the enterprise is in good operating condition, wages will rise, and vice versa.
Enterprises are willing to pay more wages for workers with high professional and technical level needed for production. If the enterprise does not need professional and technical personnel at this level, it can be demoted or its remuneration reduced.
Employees can find another job because their salary does not meet their own requirements, and enterprises can also hire other employees.
Enterprises and employees must keep wages and income confidential and shall not disclose them to others.
The above is what kind of salary system is introduced to you. China's wage system is mainly based on distribution according to work, including wage grading system, wage adjustment system, wage payment system and wage fund management system.