企業(yè)員工薪酬結構實施方案

1、企業(yè)員工薪酬結構實施方案一，關于底薪、全勤：不管是管理人員還是一線員工，享受同樣的待遇。二，崗位工資即是職務工資：按職務的大、小制定工資的多少區(qū)別，職務越高，工資越高，再梯級往下縮少。讓各員工形成良性的職務競爭。三，技能工資：那是對從事技術部門、特種部門或最危險部門的物質鼓勵四，工齡工資：規(guī)定工作年限內的工資獎勵辦法（比如：滿二年加底薪的5%，滿四年加底薪的10%，滿六年加底薪的20%）。工齡工資的目的：留住新員工；尊重老員工；鼓勵所有的員工。五，績效工資：綜合對比歷年來的產值，決算出往年每月的平均產值，預計下年的業(yè)務狀況，分析研究出下年比較標準的月生產計劃，制訂生產指標。比如：設置生產指標5

2、00萬人民幣/月。1，達標（平500萬/月）：應付的績效工資：主管1500元、車縫組長1000元、車縫收發(fā)700元、裁床員工300元（其它管理及員工的績效增減比例見“工資結構表”）。2，短標（短500萬/月）：比如僅產490萬，按比例扣取。應付的績效工資：主管1470元、車縫組長980元、車縫收發(fā)686元、裁床員工294元（其它管理及員工的績效增減比例見“工資結構表”）。3，超標（超500萬/月）：比如超產達510萬，按比例獎勵。應付的績效工資；主管1530元、車縫組長1020元、車縫收發(fā)714元、裁床員工306元（其它管理及員工的績效增減比例見“工資結構表”）。六，員工的工資中再分a、b、c

3、、d、e、f、初級七個等級：1，以初級作為基本標準（普工的形式），升一級加50元。2，等級的評定由各自的組長來完成。3，該項待遇是依照員工平時的表現(xiàn)來評定，當某員工的表現(xiàn)好時，可隨時升級加薪，反之，則就降級減薪。其目的是在靈活的待遇上讓員工隨時保持工作的警惕性和自覺性。七，無論是管理還是員工，在同等的職別時，其工資的平衡是絕對不能打破的。如雇傭者與雇員間，在工資方面有特殊的約定而超過了該職務的平面工資，雇傭者或以責任津貼的名義把超出的部分支付給雇員；如有些職員有特殊補助的，雇傭者以補助形式給予；如有些職員在月、季中表現(xiàn)特出的，業(yè)主可以以慰勞的形式“紅包”鼓勵或是物質上的鼓勵。在工資方面絕對不允

4、許同等的職別存在多少的區(qū)別。c29c91afe4ced1b6c8795ad9c91afe4ced1b6c8795ad91afe4ced1b6c8795ad9c91fe4ced1b6c8795ad29c91afedd1b6c87d1b6c8795ad9c91afe4ced1b6c8795ad91afe4ced1b6c8795ad9c91fe4ced1b6c8795ad29c91af95ad9c91afe4ced1b6c8795ad91afe4ced1b6c8795ad9d1b6c8795ad9c91afe4ced1b6c8795a1afe4ced1b6c8795ad91afe4ced1b6c87

5、95ad9c91fe4ced1b6c8795ad29c91afc91fe4ced1d1b6c8795ad9c91afe4ced1b6c8795ad91afe4ced1b6cd1b6c8795ad9c91afe4ced1b6c8795ad91afe4ced1b6c8795ad9c91fe4ced1b6c8795ad29c91af8795ad9c91fe4ced1d1b6c8795ad9c91afe4ced1b6c8795ad91afe4ced1b6c87d1b6c8795ad9c91afe4ced1b6c8795ad91afe4ced1b6c8795ad9c91fe4ced1b6c8795ad2

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