After the salary survey, the relevant data analysis plays an important guiding role in the development of society. Let's take a look at the summary of the salary survey report with me. I believe it will inspire you.

Summary of salary survey report-IT industry is still the boss of annual salary.

The survey shows that the average annual salary of netizens in Beijing, Shanghai, Shenzhen, Guangzhou, Chengdu, Chongqing, Wuhan, Qingdao, Hangzhou and Xi 'an in XX was 27,060 yuan, involving 16 industries and 1 occupation. 9. 1% of them earn less than 5000 yuan a year; 13.7% of people have an annual salary of 5000 ~ 1 10,000 yuan; 19.4% annual salary 1 10,000 ~ 20,000 yuan; 15.3% of people have an annual salary of 20,000 to 30,000 yuan; 13.6% of people have an annual salary of 30,000 to 40,000; 7.4% of people have an annual salary of 40,000 to 50,000; 8.2% of people have an annual salary of 50,000 to 60,000; 3% of people earn 70,000 to 90,000 a year; 0.8% of people have an annual salary of 90,000 to 65,438+10,000; 3. 1% people's annual income exceeds 65438+ 10,000.

As can be seen from the above data, the proportion of low-income people is much larger than that of high-income people, with fewer people at both ends, while most people's income is basically in the middle class, accounting for 55.7% of the income of 1 0,000 to 50,000 yuan.

In the top 10 industries, the annual salary of it ranks first, with a value of 29,948 yuan. XX is the winter of it industry, but it is the first in the industry. It can be seen that when winter comes, spring will be more brilliant. The media/advertising industry ranks second, with an average annual salary of 28,239 yuan. The following industries and their average annual salaries are ranked as follows: finance/insurance (282 18 yuan), commerce/trade (25,840 yuan), consulting/law (24,404 yuan), construction/real estate (23,049 yuan), medicine/medical care (22,799 yuan) and education/research (654,300 yuan). Other industries (1904 1 yuan), government/public utilities (19023 yuan), petroleum/chemical industry (18945 yuan), minerals/metallurgy (1393/kloc-)

Managers earn the most.

According to the survey, business and management majors have the highest annual salary, with an average of 4 1.208 yuan. Followed by technology (36,220 yuan), sales (35,965 yuan), editors/journalists/translators (23,598 yuan), lawyers/legal workers (10340 yuan), public relations/marketing/advertising (2 1360 yuan) and logistics/logistics (65,598 yuan).

From the perspective of cities, the average annual salary of sales staff in Shenzhen is the highest, reaching 68,000 yuan. Business and management workers, Guangzhou ranked first, about 63,083 yuan, followed by Shenzhen, 62,083 yuan. In public relations/marketing/advertising, Guangzhou beat Beijing with 50,833 yuan (35,050 yuan). Editor/reporter/translator, Beijing is no exception, with an annual salary of 56,000, and the second place Shenzhen was dumped to 30,000. The high-paying income of finance/auditing is still generated in the economic center of Shanghai, with an average annual salary of 43,333 yuan.

The income gap between cities is large.

In this survey, Shenzhen and Shanghai rank in the top two with an average annual salary of 52,630 yuan and 502 15 yuan respectively, Beijing ranks third with 47,356 yuan, and Guangzhou ranks fourth with 43,362 yuan. The remaining six cities are all less than 40,000 yuan.

Among the four cities with the largest number of respondents, the industry with the highest income in each city is different. The highest-paid industry in Beijing is it, with an average annual salary of 50 125 yuan. Shanghai ranks first in the "consulting/legal" industry, with an average annual salary of 53,254 yuan; Guangzhou's highest-paid lawyer/legal worker industry, with an annual salary of over 50,000 yuan. In Shenzhen, the highest paid industries are "education/research" and "medicine/health care", with an average annual salary of over 60,000 yuan.

Summary of salary survey report 2 1. Content of salary adjustment

The purpose of this salary adjustment is to simplify the salary structure of enterprises and employees without reducing or affecting the annual salary standard of employees, and then to clarify the salary standard of each position and standardize the company's salary system in accordance with the principle of determining people by post and determining salary by post, so that the company can share the company's operating results with all employees on a reasonable and legal basis. This salary increase mainly focuses on two points:

1. 1 ? Adjust the salary structure within the enterprise.

The original salary structure of the enterprise is:

(1) Business system and middle management positions

The post salary standard is 50% of the post annual salary standard, 30% of the post annual salary standard is paid as the quarterly performance appraisal base, and 20% of the post annual salary standard is paid as the year-end bonus base. Salary composition formula:

Annual standard salary = post salary (50% annual standard salary)+quarterly performance salary (30% annual standard salary)+year-end bonus (20% annual standard salary)

Monthly salary = post salary

(2) Non-business system positions

The post salary standard is 60% of the post annual salary standard, 30% of the post annual salary standard is paid as the quarterly performance appraisal base, and 10% of the post annual salary standard is paid as the year-end bonus base. Salary composition formula:

Annual standard salary = post salary (annual salary standard 60%)+ quarterly performance salary (annual salary standard 30%)+ year-end bonus (annual salary standard 10%)

Monthly salary = post salary

The adjusted salary structure is as follows:

The post salary standard is 80% of the post annual salary standard, and 20% of the annual salary standard is paid as the year-end bonus base. The wage formula is:

Annual standard salary = post salary (80% annual salary standard)+year-end bonus (20% annual salary standard)

Monthly salary = post salary (80% of annual salary standard)+transportation allowance

1.2 ? Adjust the payment form of performance appraisal

After the salary structure is adjusted, the original quarterly performance salary will be included in the employee's post salary, and the original performance appraisal scheme will be continued for quarterly performance appraisal. The annual salary standard still takes 30% as the base of employee's performance appraisal, and the departments that exceed the quarterly appraisal indicators are assessed in the form of performance bonuses, and then the department heads make secondary distribution according to the assessment dimensions such as post importance, degree of work completion and degree of effort, otherwise points will be deducted. The department performance accounting formula is as follows:

Department performance = total base of department performance * (department performance appraisal score-100%)

Second, the salary adjustment analysis

2. 1 ? Analysis of adjusted enterprise salary structure

2. 1. 1 Changes that affect the social security and housing accumulation fund of employees and enterprises.

According to the relevant regulations of Wuhan Social Security Bureau, the social security declaration base of employees is based on the total wages of employees in enterprises, which is 1 1% of the monthly salary base of employees, plus 32.2% of the monthly salary base of large medical insurance in 7 yuan and private enterprises. According to the provisions of the National Bureau of Statistics on the Composition of Total Wages, the total wages consist of six parts: hourly wages, piece-rate wages, bonuses, allowances and subsidies, overtime wages and wages paid under special circumstances. Excluded items include subsidies for workers' living difficulties, collective welfare undertakings, winter heating subsidies, commuting subsidies and other expenses related to labor insurance and employee welfare, labor protection expenditures, etc. The following will be based on the relevant national laws and regulations, combined with the enterprise's own situation, and on a reasonable and legal basis, analyze the changes of social security and housing provident fund for employees and enterprises after the adjustment of salary structure:

According to the comparative analysis of employee social security payment base before and after salary adjustment, it is calculated that:

Category Table Monthly per capita social security monthly per capita housing provident fund

Before adjustment, after adjustment, before adjustment, after adjustment.

Deposit 757.65 yuan 1 1 17.02 yuan, 347.57 yuan, 5 yuan14.00 yuan into the employee account.

Expenditure paid by the enterprise is 559.59 yuan, 827.54 yuan 173.79 yuan, 257.00 yuan.

Through the above statistical results, the monthly social security contributions of employees after the salary structure adjustment increased by 359.37 yuan, with an average monthly increase of 32.17%; The monthly deposit of housing provident fund increased by 166.43 yuan compared with that before adjustment, with a monthly increase of 32.38% per capita. However, the monthly social security paid by enterprises for employees is 267.95 yuan higher than that before adjustment, and the monthly payment per capita is 47.88%; The monthly contribution of employee housing provident fund increased by 83.2 1 yuan per capita compared with that before adjustment, and the monthly contribution per capita increased by 47.88%. Then according to the post classification statistics:

① After the salary structure adjustment, the monthly social security contributions of middle-level employees increased by an average of 668.03 yuan, with an average monthly increase of 59.549%; Its monthly housing accumulation fund deposit increased by an average of 309.27 yuan, with an average monthly increase of 59.926%. The monthly social security contributions of employees in middle-level enterprises increased by 497.93 yuan compared with that before adjustment, with a monthly increase of 59.94%. The monthly contribution of enterprises to employee housing provident fund increased by 258 yuan compared with that before adjustment, with a monthly increase of 59.94%.

② After the adjustment of salary structure, the monthly social security contributions of business posts increased by 384.69 yuan per capita, with a monthly increase of 59.025% per capita; The monthly housing accumulation fund contribution per capita increased by 178. 10 yuan, with a monthly average increase of 59.673%. The monthly amount of social security paid by enterprises in business posts increased by 286.73 yuan compared with that before adjustment, with a monthly increase of 59.69%. The average monthly contribution of enterprises to employee housing provident fund increased by 149. 19 yuan, with a monthly increase of 59.69%.

③ After the adjustment of salary structure, the monthly social security contributions of non-operating posts increased by 208.8 yuan per capita, with a monthly increase of 33.878%; The monthly contribution of housing accumulation fund increased by 96.67 yuan per capita, with a monthly increase of 34.278% per capita. The amount of social security paid by non-operating enterprises for employees per month is 155.64 yuan higher than that before adjustment, and the per capita monthly increase.

34.07%; The monthly contribution of enterprises to employees' housing provident fund increased by 48.34 yuan per capita, with a monthly increase of 34.07%.

2. 1.2 ? The generation of personal income tax and the change of annual salary standard of each post

According to the individual income tax law, since March 2008, the income from wages and salaries actually obtained by taxpayers shall be calculated and paid according to the expense deduction standard of 2,000 yuan per month stipulated in the new tax law. However, because the part of the employee's salary that pays the basic old-age insurance premium and housing provident fund fee is exempt from personal income tax, it can be charged before tax and then paid in accordance with the relevant provisions of individual tax. It can be seen that the declaration base of employee social security and housing provident fund directly affects the individual's monthly tax payment. According to statistics, after deducting the payment of social security and housing accumulation fund from employees' post salary, the employees who need to pay personal income tax according to law account for 39.7 1% of all employees in the company, and the year-end bonus income of employees will also bear corresponding taxes according to the relevant regulations on personal income tax payment. In this way, after employees bear personal income tax on the basis of constant standard annual salary, it will definitely affect their post annual salary. The specific calculation results are as follows:

The maximum personal income tax paid by all employees of the company (excluding employees' floating income) is 65,438+05,978.20 yuan, resulting in a decrease of 65,438+065,438+0.096% in personal annual salary standard; The lowest is 166.5 yuan, which leads to a decrease of 0.833% in personal annual salary standard. The average annual personal income tax paid by all employees of the company (excluding employees' floating income) is 65,438+0,565,438+08.76 yuan, and the average annual salary of all employees is reduced by 2.677%. Then the statistics are classified according to different positions: ① Middle-level management positions (excluding employees' floating income) pay personal income tax of about 3,357.9 yuan annually, and their annual salary standard drops by 5.359% on average; ② Personal income tax (excluding employees' floating income) is about 806.25 yuan per year for business posts, and the average annual salary standard is reduced by 2.191%; ③ The average annual personal income tax (excluding employees' floating income) paid by non-operating posts is about 358.707 yuan, and the average annual salary standard is reduced by 1.249%. (For specific data, please refer to "Table of Changes in Annual Salary Standard of Employees after Deducting Monthly Income")

2. 1.3 ? Changes related to employee compensation

(1) Changes of year-end bonus for employees in non-business positions

In the original salary structure of the enterprise, the year-end bonus of non-business employees accounts for 10% of their annual salary standard. After adjusting the salary structure on the basis of unchanged post annual salary standard, the year-end bonus base is 20% of post annual salary standard. According to the principles and methods of year-end bonus distribution of enterprises, combined with the operating conditions of enterprises, the following situations are analyzed:

① If the year-end coefficient of the enterprise is "1", after the year-end base of non-operating positions is adjusted, the annual salary of their positions will increase by the same amount as before. (The calculation results do not consider the individual performance of employees throughout the year)

② ? If the year-end coefficient of the enterprise is "1.5", the changes of the year-end base of non-operating posts after adjustment and before adjustment are as follows:

National annual salary standard monthly salary+performance year-end bonus final annual salary floating ratio

Before adjustment, 833,000 yuan was 749,700 yuan124,950 yuan was 874,650 yuan, 5%.

After adjustment, 833,000 yuan, 666,400 yuan, 249,900 yuan, 965,438 yuan+6300 yuan, 654,380 yuan +0.00%.

According to the above data, after the salary structure adjustment, the final annual salary of non-business department posts increased by 465,438+0 compared with that before the salary structure adjustment. In 650 yuan, the per capita increase was 65,438+0,436.2 yuan, which was 5% higher than that before the adjustment. (For specific data, please refer to "Comparison Table of Non-business System before and after Salary Adjustment")

③ ? If the company's year-end coefficient is negative, then the changes before and after the company's salary adjustment can be imagined, but if this possibility occurs, then the company's focus will not be on measuring the changes in employee salary.

(2) Changes of employee's salary during probation period

According to the salary system of the enterprise, the employment cost of the probation employees is calculated, and the specific data are as follows:

Salary standard for probation period before adjustment of post category salary standard after adjustment of salary standard for probation period. Remarks: 66,000 yuan, 2750 3520 28.00%. Due to the increase in the post salary ratio of employees, the adjusted probation salary is 80% of the post salary, which is more reasonable and legal.

60,000 yuan 2500 3200 28.00%

Business post 40,000 yuan 1670 2 130 27.55%

33,000 yuan 1380 1760 27.54%

Non-business post: 33,000 yuan 1650 1760 6.67%

29,000 yuan 1450 1550 7.00%

28,000 yuan 1400 1490 6.43%

26,000 yuan 1300 1390 6.92%

22,000 yuan 1 100 6.36%

(3) Changes in relevant economic compensation

The termination of labor relations will involve relevant economic compensation. According to the salary adjustment, the changes of economic compensation that enterprises should bear before and after the salary adjustment are analyzed as follows:

(1) If an employee is dismissed due to incompetence, the enterprise needs to pay the employee an extra month's salary. In this case, the changes of economic compensation that enterprises need to pay according to different positions are as follows (the following data do not consider the monthly transportation subsidies of employees):

Economic compensation before post category adjustment and economic compensation after post adjustment

Quantitative growth rate

Intermediate positions 2750 4400 60%

2500 4000 60%

Business post 1670 2670 60%

1380 2200 59%

Non-business post 1650 2200 33%

1450 1930 34%

1400 1870 34%

1300 1730 33%

1 100 1470 34%

(2) According to the relevant provisions of Article 46 of the Labor Law, when an enterprise terminates the labor contract with the employee, it needs to pay the employee's working years * the average monthly salary as its economic compensation. In view of this situation, compare the changes before and after salary adjustment (the following data do not consider the monthly transportation allowance of employees):

Economic compensation before and after the adjustment of the term of the labor contract for the post category.

Quantitative growth rate

Intermediate position 3 8250 13200 60%

7500 12000 60%

Business posts 3 50 10 80 10 60%

4 140 6600 59%

Non-commercial positions 3 4950 6600 33%

4350 5790 34%

4200 56 10 34%

3900 5 190 33%

3300 44 10 34%

(3) If the enterprise terminates the labor contract in violation of the provisions of the labor contract, the enterprise shall pay the employees working years * average monthly salary *2 as their economic compensation. In view of this situation, the changes before and after the salary adjustment are compared as follows, but due to the uncertainty of the company's working years, the comparison is mainly based on the data calculated by twice the average monthly salary (the following data does not consider the monthly transportation allowance of employees):

Economic compensation before post category adjustment and economic compensation after post adjustment

Quantitative growth rate

Intermediate position 5500 8800 60%

5000 8000 60%

Commercial posts 3340 5340 60%

2760 4400 59%

Non-commercial positions 3300 4400 33%

2900 3860 34%

2800 3740 34%

2600 3460 33%

2200 2940 34%

To sum up, after the adjustment of salary structure, the amount of relevant economic compensation undertaken by enterprises has increased by 60% at the highest and 34% at the lowest under any circumstances. Therefore, enterprises should strengthen management in human resource management and employment, improve the level of personnel evaluation, and control personnel management risks for enterprises.

2.2 ? Analysis of the Adjusted Distribution Form of Performance Appraisal

2.2. 1 ? Changes in employees' monthly salary

According to the adjusted distribution form of performance appraisal, combined with the performance accounting method, the quarterly appraisal indicators of each department are assessed, and the departments that exceed the quarterly appraisal indicators are distributed in the form of performance bonuses, and then the department heads make secondary distribution according to the assessment dimensions such as post importance, work performance and effort, and the final distribution results are directly included in the employee's monthly salary in the name of "performance rewards and punishments". If the employee's quarterly performance distribution amount is positive, then the salary of the month will rise, and the higher the performance bonus amount, the higher the personal income tax he bears.

2.2.2 ? Changes in employee social security and housing accumulation fund

The payment base of employee social security and housing provident fund is based on the total monthly salary of employees and levied according to a certain proportion. According to the National Bureau of Statistics, the performance bonus is a part of the total monthly salary. Therefore, the monthly salary of employees changes every three months, which will directly affect the change of the declaration base of employee social security and housing provident fund.

2.3 ? other

Because the adjustment time of social security and housing provident fund base is July every year, once a year. In September, 2007, the enterprise carried out a series of salary adjustments, including: the adjustment of employees' annual salary standard and the change of personnel positions. These adjustments have changed the social security declaration base of employees, but due to the limitation of social security base adjustment, the social security base of employees has not been adjusted since the salary increase in September 2007. Now, according to the relevant national policies and the actual situation of enterprises, enterprises have adjusted the salary structure of employees, so that the salary adjustment problem in 2007 will be solved by July this year. Then, before July 2008, employees who apply for social security and housing provident fund will not pay according to the total monthly salary after this salary adjustment, so the contributions of employees' personal social security and housing provident fund will not change, resulting in an increase in personal income tax compared with August 2008. Through the previous calculation of personal income tax, under the condition that the annual salary standard remains unchanged, it will definitely lead to the decline of the annual salary standard of employees. (For specific data, please refer to "Salary Adjustment and Individual Tax Schedule before July 2008")

Third, the salary adjustment proposal

Based on the above analysis, our department will put forward the following suggestions for the above problems:

1. After employees bear personal income tax, the annual salary standard drops. However, by adjusting the annual salary structure, the monthly social security contribution per employee is117.02 yuan, which is 359.37 yuan higher than that before salary adjustment, and the monthly increase per employee is 32. 17%. After paying individual tax, the average annual personal income tax paid by all employees of the company (excluding employees' floating income) is 15 18.76 yuan, and the annual salary standard of all employees drops by 2.677% on average. Based on the two data, the decline of employee's annual salary standard does not need to be supplemented by other means.

2. As the post salary is adjusted to 80% of the post annual salary standard, the monthly social security paid by the enterprise for employees is 267.95 yuan higher than that before the adjustment, and the monthly per capita contribution is 47.88% higher; The monthly contribution of employee housing provident fund increased by 83.2 1 yuan per capita compared with that before adjustment, and the monthly contribution per capita increased by 47.88%. According to the statistics of the current number of employees in the enterprise, the amount of social security contributions of employees will increase by 196 139.4 yuan (there are 68 employees in the company, and 7 employees have not entered the company's social security and housing provident fund accounts at present), and the amount of social security contributions of employees will increase by 60909.72 yuan. Enterprises can adjust the deposit ratio of employee housing provident fund according to their own affordability without violating relevant national laws and regulations, but at present, the minimum deposit ratio of Wuhan housing provident fund is not less than 8%; Employee social security is a national mandatory project and cannot be adjusted. Therefore, in order to reduce the company's labor cost, it is not to adjust the deposit ratio of housing provident fund, nor to find ways to reduce the social security base of employees, but to control the employment demand from the internal management of enterprises, rationally allocate and set the staffing ratio, and improve the return on human capital investment.

3. The labor cost of probationary employees has increased due to the adjustment of salary structure, and the corresponding social security payment base of probationary employees has also increased. There are two ways to solve this problem:

Firstly, the post salary of employees is decomposed in many aspects, such as: post salary = basic salary+* * subsidy+* * subsidy. According to the relevant regulations of the company, the labor cost of employees during the probation period can be controlled on the grounds of not enjoying relevant subsidies; Second, appropriately reduce the annual salary standard of new employees, because the familiarity of new employees with enterprise business and their work experience in the same position are far lower than those of employees with a certain age. New employees are mainly in the process of learning and exploring, and enterprises are also in the observation period of their personal work ability and personal professionalism, so moderately lowering the annual salary standard of new employees can not only reduce the employment cost of enterprises for a long time. At the same time, it is also a beginning for enterprises to classify wages according to employees' work experience, work ability and work difficulty, and it is also a beginning for gradually improving and making the enterprise salary system more reasonable.

4. Due to the adjustment of salary structure, the annual salary of employees in non-operating positions will increase by 5% after the year-end bonus accounts for 20% of the annual salary standard. This calculation result shows that the adjustment of salary ratio will directly affect the increase of company's labor cost. Therefore, in order to control the labor cost, the top management of the company decided that the non-business department should take 80% of the year-end coefficient of the business department. However, I think it is not necessary for the following reasons:

① The real reason for the increase of the company's labor cost is that there is no difference in the company's salary for the same position, and 76% of the company's salary is above the average level, which belongs to the accumulation type of middle salary. This kind of salary situation is easy to lead to higher labor costs and smaller increase in personnel income, which is also not conducive to improving employees' work enthusiasm and professional competitiveness.

② Non-business system employees account for 43% of the total number of employees in the company, and the annual salary is between 22,000 and 33,000 yuan. Moreover, the company mainly wants to implement the concept that "the company's operating results come from the cooperation of all employees and should be shared with all employees of the company". Since then, it has violated this theme.

(3) Due to their different contributions, non-business system employees and business system employees have been reflected in the post annual salary standard, and the year-end award itself is a reward for the whole team's hard work in one year. If the employees of these two systems adopt different year-end coefficients to calculate the year-end bonus, it will not play a good incentive role, but will bring negative emotions.

5. The payment method of performance bonus was originally reflected in the employee's payroll, but through the above analysis, it is suggested that the company should pay it in the form of reimbursement after the ticket.

Enterprise management report

Salary management is reflected in the salary structure, which is the salary standard of each position. This salary standard should properly reflect the efforts made by employees. How can we achieve a balance, so that wages can motivate employees to the maximum extent, and at the same time ensure the economic benefits of enterprises? The principle of salary management is: to be competitive in the market, fair to internal employees and meaningful to employees within the range that enterprises can bear. The basic method is to establish the basic value standard of the enterprise: the determination of the value of each post within the enterprise → the value evaluation of post level and salary, performance in a certain period → performance salary, value evaluation of various contributions → bonus. If an enterprise wants to realize the wage balance among its employees, it must have a good wage structure.

The idea and method of salary system design are: the salary system design should take the position system design as the core, and formulate the salary structure and salary standard for the position. For enterprises, the post system is their basic support system. To provide fair and reasonable salary for all employees, the position system should have the following contents: position setting, position type, position standard and position requirements. The content of the position system is directly determined by the business nature and operation process of the enterprise. Both job description and job evaluation must be based on the determination of job elements.

To design a reasonable and scientific salary system and salary system, it generally goes through the following steps:

1. position analysis: in combination with the company's business objectives, the company's management should clarify the functions and position relationships of various departments on the basis of business analysis and personnel analysis, and the human resources department and the heads of various departments should cooperate to prepare job descriptions.

2. Position evaluation: compare the relative importance of each position in the enterprise and get the position ranking sequence; Establish a unified post evaluation standard for salary survey, eliminate the difference in post difficulty caused by different titles among different companies, or even if the titles are the same, the actual post requirements and work contents are different, so that different posts can be compared, laying the foundation for ensuring the fairness of wages. It is the natural result of job analysis and also based on job description.

3. Salary survey: The object of salary survey is to select companies that are competitive with themselves or similar companies in the same industry, focusing on the direction of employee turnover and recruitment sources. The data of salary survey should include salary growth in the previous year, comparison of different salary structures, salary data of different positions and levels, bonus and welfare status, long-term incentive measures and future salary trend analysis.

4. Salary Positioning: After analyzing the salary data of the same industry, what needs to be done is to choose different salary levels according to the enterprise situation. In terms of salary positioning, you can choose the leading strategy or the following strategy.

5. Salary structure design: Three factors should be considered comprehensively: first, position level, second, personal skills and qualifications, and third, personal performance. Corresponding to the salary structure are post salary, skill salary and performance salary. Others consider the first two together as the basis for determining a person's basic salary. To determine the post salary, it is necessary to evaluate the post; To determine the skill salary, it is necessary to evaluate the qualifications of personnel; To determine performance pay, it is necessary to evaluate work performance; To determine the company's overall salary level, it is necessary to evaluate the company's profitability and ability to pay. Every assessment needs a set of procedures and methods.

6. Implementation and revision of the salary system: When determining the salary adjustment ratio, we should make an accurate budget for the overall salary level. For the sake of accuracy, this calculation is best done by the human resources department at the same time. Because according to the practice of foreign companies, the financial department is not clear about the specific salary data and personnel changes. The human resources department needs to establish a salary account and design a better calculation method.

7. Different positions have different positions, one is the employee's level system, and the other is the employee's broadband system. At the same level, the salary range is probably similar. Broadband is a relatively new concept with a similar level. It is characterized by a wide range of "levels". A large enterprise may have five or six bands, from the most basic junior employees to the highest positions such as president and general manager. Specifically, the wage system design can adopt the following methods:

Adopt a hierarchical wage system. There are several different ways and ideas for salary design. A simpler method is to design according to the hierarchy. For example, there are 10 functional departments, 30 departments, 100 or 150 positions, but the whole level is 15, and the salary system is based on 15. Each level is given a range, and at which level, the salary range of which level is used.

According to different positions, how to design a salary structure that best reflects the labor value of the position itself is the most basic problem of salary management concept. In quite a few companies, once the salary and welfare plan is made, it has been "lying" on it for many years. Few people take the time to think about what problems exist in the implementation of these plans, whether they are needed by employees, what aspects can be improved, and how effective welfare plans are in motivating employees. This requires someone to be responsible for improving the existing salary and welfare plan and developing new projects as needed. There are roughly three requirements for doing a good job in salary and welfare: focusing on the management and operating efficiency of enterprises. The work direction, content and methods should be consistent with business priorities and business strategies.

;