2024年3月10日发(作者:营纳)
劳务派遣企业员工薪酬管理制度
劳务派遣企业员工薪酬管理制度
目录
1目的 (3)
2范围 (3)
3薪酬福利管理原则 (3)
3.1市场化及激励原则: (3)
3.2 内部公平原则: (3)
3.3 绩效导向原则: (3)
4销售岗位薪酬福利 (3)
4.1销售岗位薪酬福利构成 (3)
4.2 销售岗位晋升路径 (4)
4.3销售岗位月工资标准 (5)
4.4 销售岗位薪酬计算依据 (5)
5职能岗位薪酬福利 (5)
5.1职能岗位薪酬福利构成 (5)
5.2 职能岗位晋升路径 (7)
5.3 职能岗位月工资标准 (8)
5.4 职能岗位薪酬计算 (9)
6薪资的调整 (10)
6.1转正 (10)
6.2调岗 (11)
6.3调薪 (11)
7薪资福利的计算与发放 (11)
7.1工资 (11)
7.1.1工资的计算依据 (11)
7.1.2工资的审批与发放: (12)
7.1.3工资计算错误的调整: (12)
7.2销售提成 (12)
7.3职能部门奖金 (12)
7.4社会保险公积金 (12)
8薪资查询 (13)
9附则 (13)
10相关联文件 (13)
11附件 (13)
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为适应企业的发展必须求,建立较完善的公司薪酬福利管理体
系,充分发挥薪酬福利在吸引人才、保留人才和激励管理中的重
要作用,明确各岗位薪酬福利标准、核算方式等,特制订本制度。
本办法适用于公司的全体员工〔实习生除外〕。
1.1市场化及激励原则:
在掌握区域、行业薪酬状况的前提下,公司会不断努力为员工
提供具有吸引力、并在行业中具有竞争力的薪酬及相关福利待
遇,以吸引和留住优秀人才。
1.2内部公平原则:
公司依据岗位评估及外部薪酬调查状况得出岗位价值,作为薪
酬体系设立的基础,确保职位薪酬标准内部差距的合理性与公平
性,实现岗位贡献与个人收益的对等。
1.3绩效导向原则:
公司将年度经营目标分解到全体员工,员工的绩效工资、提成、
奖金与公司销售业绩和和个人考核成绩相挂钩,强化全员的绩效
意识、全局意识和协同意识。
销售岗位的总体收入遵照中底薪+提成的原则进行制定,收入
总额上不封顶。
当销售管理体系有岗位空缺时,优先合计从内部员工中提拔,
其次合计从外部招聘。如果员工个人绩效优秀且能力基本达到新
岗位的要求,经适岗1-2个月评估后可予以晋升。
2024年3月10日发(作者:营纳)
劳务派遣企业员工薪酬管理制度
劳务派遣企业员工薪酬管理制度
目录
1目的 (3)
2范围 (3)
3薪酬福利管理原则 (3)
3.1市场化及激励原则: (3)
3.2 内部公平原则: (3)
3.3 绩效导向原则: (3)
4销售岗位薪酬福利 (3)
4.1销售岗位薪酬福利构成 (3)
4.2 销售岗位晋升路径 (4)
4.3销售岗位月工资标准 (5)
4.4 销售岗位薪酬计算依据 (5)
5职能岗位薪酬福利 (5)
5.1职能岗位薪酬福利构成 (5)
5.2 职能岗位晋升路径 (7)
5.3 职能岗位月工资标准 (8)
5.4 职能岗位薪酬计算 (9)
6薪资的调整 (10)
6.1转正 (10)
6.2调岗 (11)
6.3调薪 (11)
7薪资福利的计算与发放 (11)
7.1工资 (11)
7.1.1工资的计算依据 (11)
7.1.2工资的审批与发放: (12)
7.1.3工资计算错误的调整: (12)
7.2销售提成 (12)
7.3职能部门奖金 (12)
7.4社会保险公积金 (12)
8薪资查询 (13)
9附则 (13)
10相关联文件 (13)
11附件 (13)
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为适应企业的发展必须求,建立较完善的公司薪酬福利管理体
系,充分发挥薪酬福利在吸引人才、保留人才和激励管理中的重
要作用,明确各岗位薪酬福利标准、核算方式等,特制订本制度。
本办法适用于公司的全体员工〔实习生除外〕。
1.1市场化及激励原则:
在掌握区域、行业薪酬状况的前提下,公司会不断努力为员工
提供具有吸引力、并在行业中具有竞争力的薪酬及相关福利待
遇,以吸引和留住优秀人才。
1.2内部公平原则:
公司依据岗位评估及外部薪酬调查状况得出岗位价值,作为薪
酬体系设立的基础,确保职位薪酬标准内部差距的合理性与公平
性,实现岗位贡献与个人收益的对等。
1.3绩效导向原则:
公司将年度经营目标分解到全体员工,员工的绩效工资、提成、
奖金与公司销售业绩和和个人考核成绩相挂钩,强化全员的绩效
意识、全局意识和协同意识。
销售岗位的总体收入遵照中底薪+提成的原则进行制定,收入
总额上不封顶。
当销售管理体系有岗位空缺时,优先合计从内部员工中提拔,
其次合计从外部招聘。如果员工个人绩效优秀且能力基本达到新
岗位的要求,经适岗1-2个月评估后可予以晋升。