2021年薪酬福利制度英文

1、everyone has inertia and negative emotions. successful people know how to manage their own emotions and overcome their inertia, and illuminate and inspire those around them like the sun.（word文档/a4打印/可编辑/页眉可删）薪酬福利制度英文 purpose 1.in accordance with the company development strategy goal, in accordance w

2、ith the relevant state labor personnel management policy, to regulate the company compensation management, this system.2. the purpose ofthis system on the one hand, by giving employees with competitive remuneration, attract and retain talents needed for the company; on the other hand through within

3、the company to make fair and reasonable remuneration payment system to fully arouse the working enthusiasm of employees, and as much as possible to reflect the companys values and corporate culture.3. the effectivenessthis system is the highest guiding documents of company compensation management, s

4、alary management for the company to provide comprehensive criterion and the important basis. all company related to compensation system, activities and behavior must be in accordance with and subject to the system.4. the scope ofthe compensation management system is applicable to all company staff a

5、nd probation employee.5. pay conceptthe companys compensation management goal setting is as follows:5.1 wages and labor market, and have a certain competitiveness;5.2 to attract excellent talents with innovative spirit and professional skills;5.3 to improve the performance of individuals and organiz

6、ations;5.4 promote fair treatment within the organization;5.5 to promote team work together.6. pay system management principlesstrategic principles: 6.1 the companys strategy is embodied in compensation system design, and through the operation of the compensation system to promote strategic implemen

7、tation success.6.2 fair principle: including two aspects of internal fairness and external fair:6.1.1. internal fairness: compared with other internal company employees, employees feel that the pay is fair.6.1.2. external fair: compared with other companies in the real estate industry, the company p

8、rovides the salary is competitive.rule of competition: 6.3 the company compensation system will provide employees with competitive compensation levels, based on salary survey, set slightly higher than the market average salary standard.6.4 difference principle: break the pot policies in the past, to

9、 work skills, work responsibilities, working conditions, working strength in order to establish the compensation sequence elements, according to the position, years of work, education, job title to determine the basic salary, according to the performance evaluation to determine merit pay.6.5 system,

10、 public principles: follow the principle of transparency, let employees clear understanding of the companys compensation policy, for your reward in mind.6.6 confidentiality: basic wage of employees classified as confidential, pay-for-performance classified as top secret. for compensation were leaked

11、, or ask each other of salary, upon verification, to give administrative punishment to the degree of the parties to see if the circumstances are serious, or dismiss processing.7. pay growth mechanism7.1 total compensation growth with artificial cost control and enterprise economic efficiency, labor

12、productivity and labour markets corresponding wage growth mechanism. determine the total wages of closely related with the artificial cost control, we should strengthen the artificial cost margins, cost rate and labor allocation rate as the main monitoring indicators of input and output efficiency a

13、nalysis, establishing artificial cost constraint mechanism, to effectively control labor costs increase, make the enterprise keep strong competitiveness.7.2 the staff individual growth mechanismemployee wage growth according to the market price and the staff individual labor contribution, the develo

14、pment of personal ability to identify, to the enterprise production and business operation and development are in urgent need of senior talented person, market prices higher again, add salary range is larger; this enterprise wages higher than the market price of si-mp-le labor post, add salary range

15、, and even no capital. employees for their contribution to the big, add salary range is larger; to contribute little people, not a raise or a pay cut.responsibility/authority in the second quarter1. the personnel department: responsible for salary review welfare system formulation, execution, superv

16、ision, revision and interpretation and the companys annual salary and welfare expenditure budgeting and overall implementation of the total amount of control.2. each department: responsible for personnels wage level assessment, salary adjustment and overall balance.in the third quarter a salary stru

17、cture1. the company staff salary system uses the post value, performance contribution, personal performance and the actual wage income directly link structure, consists of basic salary, post salary, performance salary, commission, year-end profit sharing plan and benefits of a total of six parts.2.

18、company staff salary consists of three parts: basic wage, post wage, employee benefits, namely: the monthly salary = basic salary + post salary + employee benefits.3. the employees in the companys annual income, that is, for the salary, salary = + a month quarter performance salary + commission + bu

19、siness annual profit sharing + special awards.the fourth basic salary1. basic salary is according to the different positions for various layers are in position and determine the wage income, is an essential part of the employee compensation.2. compensation system for the inside of a standard group,

20、according to the companys current organizational structure and job level could be divided into 17 rank, all staff all the jobs at the same rank, their basic wages are the same, the corresponding rank position specific see the position classification of administrative levels.section 5 post salary1. p

21、ost salary is based on different positions and relative contribution value and certain income, according to the company job category, all employees are divided into administrative, engineering, technical, design, sales, investment promotion, logistics auxiliary class five grade, according to differe

22、nt corresponding post salary system design, detailed in the administrative management class post salary grading table , engineering technical post salary grading table, the planning design class post salary grading table, sales merchant class post salary grading table, the logistics auxiliary class

23、post salary grading table.2. post wage and basic wage fixed to extend by the month.section 6 performance-related pay1. performance-related pay is to stimulate the potential of employees and work enthusiasm, encourage employees to work hard to finish all the work target. company to employees periodic

24、ally for the unit with the monthly assessment, performance salary principle is review monthly, quarterly summary, quarterly cash, shown in the table below, specific see the system of performance management in company.2. performance appraisal performance level evaluation, according to the different n

25、ature of the work unit and the completion inspection cycle performance, determine the corresponding performance evaluation level force distribution ratio, the concrete measures refer to the system of performance management.quarterly assessment resultsquarter of merit paygoodmy basic salary _ 1goodmy

26、 basic salary _ 0.8qualifiedmy basic salary _ 0.5to improve0section 7 business commissionreference companies existing cut method (including gold and project commission) and and standardized treatment; at the same time must be reported to the personnel department for examination and approval for the

27、record.section 8 annual profit sharing plan1. the source of the bonus:company as a decision-ma-ki-ng body and resource support organization, according to all the members of the company to achieve business target, according to the relevant proportion of completed profits for some profits, detailed in

28、 the company management scheme.2. internal distribution principle: year-end bonuses to discriminate different employees, to employees administrative level and year-end appraisal result into actual registered with employees working months as the main reference.3. the year-end award specific allocatio

29、n formula:description:3.1 the employees annual performance review average score: four quarters for the staff appraisal score average;administrative level coefficient 3.2 staff refers to the position classification of administrative levels of level numbers;actual registered 3.3 months for the months

30、of what the employee actually does, the sum of the month, 15 (including) induction meter after 0.5 months; 15 induction meter for a month before.section 9 welfarewelfare refers to a company to attract employees to the enterprise to work or designed according to the need for improving their work and

31、life, learning environment, or as an employee of basic income supplement the sum of a series of measures or physical. every level employees on the basis of different jobs and responsibilities, such as specific enjoy project and standard will be different.2. the following specific items and standards

32、 are for reference only, the company will take into consideration the increase or decrease according to actual situation.2.1 years work allowance:2.1.1. in order to encourage the staff loyalty to the enterprise, reflects the employees work experience and the service life of contribution to the enter

33、prise, and hope staff can set up long-term common development with the company. according to the actual situation of the company, in addition to short-term laowugong employees with the company for over a year (our staff to the natural month accumulative frequency for a full year, less than a year),

34、the companys length of service even if a year;2.1.2. years work subsidies by the employee in the company of uninterrupted length of service, piecewise accumulative total computation, extend by the month. after specific criteria as follows, according to the actual situation to adjust:within five year

35、s, 30 yuan/year;6 to 10 years, 50 yuan/year;for 11 years and older, 80 yuan/year.2.1.3. employees do not enjoy the month when the departure of years work allowance.2.2 degree allowance and title allowance dont have it both ways, using the principle of up to determine:2.2.1. education allowance: set

36、up education allowance is the purpose of the respect knowledge, attract talent, enhance the companys talent reserves and the power of the development of education allowance is only applicable to the country admits the graduation certificate shall prevail (limited full-time education and take an exam

37、ination of undergraduate course or above). after specific criteria as follows, according to the actual situation to adjust:2.2.2. university graduate of 100 yuan/month, master graduate student, double bachelor graduated 150 yuan/month, dr. graduate 200 yuan/month;2.2.3. title allowance: according to

38、 the technical titles of employees to ensure that the title the national certification shall prevail, specific standard is as follows, after adjustments according to the actual situation:2.2.4. intermediate title 100 yuan/month, senior title 150 yuan/month, is senior titles, 200 yuan/month;2.2.5. em

39、ployees do not enjoy the month when the departure of title allowance.2.2.6. communications costs: see chapter 12 communications management regulations and the finance department released the implementing rules for the reimbursement.2.2.7. tune in allowance: employees need because of the companys wor

40、k was seconded overseas (dongguan) or a long time (more than 1 month) in branch, preparation, modification, investment, expand and secondment when performing a service company in accordance with daily plan hair standard must be meals, accommodation and transportation subsidies.2.2.8. accommodation a

41、llowance: let employees can focus on their work to facilitate the daily management, the company provide dormitory and the public canteen service for all, to make the workers basic life safeguard.2.2.9. water and electricity gas subsidies: see the provisions in the fourth chapter of dormitory managem

42、ent.2.2.10. paid vacation: the staff of the company shall enjoy the following leave:national legal holiday, the spring festival, may day, national day, new years day, the tomb-sweeping day, mid-autumn festival, dragon boat festival holiday, etc.public holidays: all employees are entitled to half a d

43、ay on saturday, sunday sabbaticals.inductrial injury to be false: employee is injured at work according to the circumstances of the injury, property, liability, injury degree, and so on and so forth, valid certification issued by the designated hospital, submitted to the relevant authority shall be

44、approved after examination and approval can enjoy inductrial injury to be false.marriage leave: employees enjoy marriage leave, wedding leave with valid documents sent he jin 500 yuan. leave regulations refer to the regulations for the holiday.false: the female employees paid only enjoy basic salary

45、 during maternity leave, do not enjoy variable bonus and welfare benefits; the company issued a he jin 200 yuan. maternity leave see regulations for the holiday.his false: employees enjoy funeral leave. with valid documents, the pension of 200 yuan. see off the regulations for the holiday.annual lea

46、ve: employees enjoy annual leave with salary, specific see off the regulations for the holiday.false, sum unpaid, hugh personal leave during the month more than 15 days (attendance) 14 days or less, do not enjoy the merit pay that month.sick leave: sick days, enjoy the sick pay, sick pay monthly min

47、imum wage payment according to the enterprise region.kuang work: staff absenteeism day, a fine double the amount of deducted from when monthly wages.adjustable leave: employees to take vacations to enjoy full basic wage, one-time continuous take leave for more than half a month, do not enjoy subsidi

48、es traffic, communication, foreign land work.birthday he jin: the company for the birthday staff birthday he jin, standard is rmb 100 / person.labor protection: the company according to the needs of work and the different nature of each position, configure corresponding company uniforms and labor pr

49、otection supplies.(3) of the benefits: company important celebration day in traditional holidays, company, employee birthday and usually not busy season, the company will according to the actual situation appropriate organize rich and colorful culture, sports, social activities, distribution of diff

50、erent degree in the traditional festival gift or gift, make the employees in the work can feel the atmosphere of the company and the warmth of home.4. education and training: the company to encourage and promote staff to do their job at the same time, actively take part in academic education or skil

51、ls training, the company will be based on the actual needs of their employees as much as possible, to develop and provide more opportunities for full-time, bases training projects and, also urge employees to take an active part in the company organization of all kinds of internal training and extern

52、al training courses, to help improve employees ability and quality, so that the employee and the company with our progress and growth.5. books and periodicals subscription: the company various departments in the middle of december every year, for the unit with the department head by according to the

53、 need to apply for the professional demand of newspa-pe-rs and magazines, reported to the competent personnel department, after approval by the personnel department, director of subscription and management.6. library: every company staff may work in the company books reading room with cards free boo

54、ks magazines.section 10 social insurance_ province in accordance with the enterprise or business the unit staff social insurance regulations on the administration of the relevant provisions of the company will be according to the actual situation, current needs and provide social insurance for emplo

55、yees, the specific proportion of pay, amount, standard, management method and procedure with reference to the relevant regulations of the state and local.section 11 a probation period wage determination1. the probation period for new staff probation period salary pay, 80% of salary after is generall

56、y positive.2. the external hires probation staff to take agreed salary system, but the salary level must be consistent with the salary structure of this system.3. the probation period, by the personnel department and administrative department according to the employees job performance during the pro

57、bation period, the ability to work to make assessment, and put forwards the suggestion of wage adjustment, according to a nuclear authority approved petition and adjusted salary in principle, shall not exceed the limit of the rank of salary standard table.v12 obtainment of grading, position change a

58、nd raise the management on a regular basisto stimulate new company probation staff and internal promotion trainee staff, maintain personnel basically stable, reflecting the companys business, and increase the level of society as a whole life to accommodate perspective, because every employee positive, position change, promotion, demotion, level) and the performance appraisal of the fine or more, the company will according to its actu