Human resources department management system template collection

Chapter 13 Compensation and Benefits Management (1)
Job Responsibilities and Qualifications of Compensation and Welfare Managers

The content of salary management work is extremely complex. In the actual operation of enterprises, salary management staff need to be responsible for different work contents according to the nature of salary management, and each content also needs to be completed in different ways.

The salary management work of an enterprise can be divided into several business function modules according to the content, function and other influencing factors: the salary management work can be divided into two aspects: salary management and welfare management.Salary management is based on the evaluation of employees' work performance and contribution value, and corresponding remuneration is given; welfare management is based on surveys to provide employees with the necessary needs for safe work.

According to the nature of salary management, the work content of salary managers can be divided into three levels: planning and decision-making work, planning and design work and administrative management work.The salary management work of some small and medium-sized enterprises mainly refers to administrative management work, and the weight of planning and decision-making work and planning and design work is relatively small.

Job Responsibilities of Compensation and Benefits Supervisor
The immediate superior of the Compensation and Benefits Supervisor is the Human Resources Manager, and the direct subordinate is the Compensation and Benefits Specialist.Its job responsibilities are as follows.

Responsibility 1: According to the annual profit of the enterprise, the total number of employees of the enterprise, job requirements and industry requirements, formulate the basic salary level of employees.

Responsibility 2: According to the requirements of the labor department, formulate the amount of benefits and insurance for employees at all levels, formulate monthly, quarterly, and annual wages, and make a budget for the total amount of bonuses and benefits.

Responsibility 3: Contact the financial department in time to ensure that employees' wages are paid in full in a timely manner; regularly report monthly wages to the general manager, feedback employees' satisfaction with wages, and solve problems in wages in a timely manner.

Responsibility 4: Visit employees at all levels and human resources departments of the same industry from time to time to obtain effective information in a timely manner and provide reliable basis for salary decisions.

Responsibility 5: Responsible for the preparation of departmental budget plans, correctly explain the goals and importance of the work to subordinates, and do a good job in supervision and implementation.

Responsibility 6: Communicate with relevant departments in a timely manner to ensure that the company's overall work is coordinated.

Responsibility 7: Responsible for the collection, analysis and appropriate handling of the information of all relevant personnel; always pay attention to potential problems in the work, and prevent problems from happening to the greatest extent.

Responsibility 8: When encountering major problems, timely convey information to relevant personnel through meetings, summarize collective wisdom, and make correct decisions.

Compensation and benefits director job requirements
Compensation and welfare supervisors assist human resources managers in their work and must meet the following qualifications.

Condition 1: Bachelor degree or above in human resources management or related majors.

Condition 2: More than 5 years of working experience in human resource management.

Condition 3: More than 2 years of experience in salary or assessment work.

Condition 4: Have good planning and organizational coordination skills.

Condition 5: Clearly master the knowledge of labor law and finance.

Condition 6: Understand relevant policies and regulations on labor remuneration.

Condition 7: Knowledge of management and psychology.

Compensation and Benefits Specialist Job Responsibilities
The immediate superior of the Compensation and Benefits Specialist is the Compensation and Benefits Director, and there are no subordinates.Its job responsibilities are as follows.

Responsibility 1: Organizing, tracking, and researching external policies and market changes in salary and benefits, timely adjusting and improving the company's salary system and management system.

Responsibility 2: Responsible for the investigation and analysis of the company's internal compensation and benefits, and participate in job analysis and evaluation.

Responsibility 3: According to the company's development needs, cooperate with the company's internal systems to formulate, track and improve the corresponding salary performance plan.

Responsibility 4: Responsible for the overall control of the company's total salary and benefits (personnel expenses), organize the preparation of labor cost budgets, regularly analyze the implementation situation, and put forward suggestions for improvement.

Responsibility 5: Responsible for assisting department managers to improve the human resource management system and provide improvement plans.

Compensation and Benefits Specialist Qualifications
Compensation and Welfare Specialist must meet the following qualifications.

Condition 1: Human resource management or related majors, bachelor degree or above.

Condition 2: Possess professional knowledge of human resource management, basic computer knowledge, and basic financial knowledge.

Condition 3: Familiar with national labor policies and regulations, and familiar with social insurance payment work.

Condition 4: Be able to formulate the enterprise's salary and compensation system scientifically.

Condition 5: Have more than 2 years of working experience in the same position.

Condition 6: Skilled use of office software and equipment.

The job responsibilities of salary and welfare positions need to face the employees of the entire enterprise, involving a wide range of areas.This position requires relevant personnel to have professional knowledge of human resource management, familiarity with national policies and regulations, and certain financial knowledge.Compensation and welfare managers must not violate national laws and regulations when formulating relevant rules and regulations, let alone make any mistakes in calculations. Any loss to the company or employees is a serious dereliction of duty.

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salary management
The compensation strategy originates from the core values ​​and business strategic objectives of the enterprise.Enterprises in different industries have different values ​​and strategic missions, so they also need to have different compensation strategies.There is no absolute distinction between good and bad salary strategies. The key is to be able to use the salary system to ensure the implementation of corporate strategies, promote the realization of business goals, and enable the company to develop continuously and rapidly. Therefore, we should seriously study the formulation of corporate salary strategies and the design of salary systems. related content.

Article No. 30 of the "Labor Contract Law" stipulates: "The employer shall pay the labor remuneration to the laborer in a timely and full amount in accordance with the labor contract and state regulations." The labor administrative department shall order the payment of labor remuneration, overtime pay or economic compensation within a time limit; if the labor remuneration is lower than the local minimum wage standard, it shall pay the difference; If the standard is less than 80, pay additional compensation to the laborers..." It can be seen that salary and benefits are the common concern of enterprises and employees, and its importance is self-evident, and the country has clear regulations in the labor contract law.Labor remuneration is one of the necessary clauses in the labor contract, but the salary and welfare clauses in the labor contract, especially the wage clause, generally only involve the amount of wages, and the specific content of wages is reflected in the company's rules and regulations.

Salary Management System
The enterprise's management of salary is reflected in the formulation of the salary system, and for production-oriented enterprises, it is necessary to formulate management measures for piece-rate wages.In addition, in order to motivate employees, enterprises should also formulate relevant bonus payment methods.Below we enumerate the salary system of some enterprises for readers to read and reference.

Salary Management System
××company salary management system
Executive department file number
Approver Approval Date
General
Article [-] This system is formulated to standardize the company's salary management, so as to fully and effectively play the incentive role of the salary system.

The second article encourages employees to serve the enterprise for a long time, to work together for the continuous growth and sustainable development of the enterprise, and to share the fruits of enterprise development.

Article [-] The company pays wages to employees and pays social insurance for employees according to the relevant wage regulations of the state and local governments. However, the company has the right to decide whether to provide relevant benefits to employees depending on the production and operation status and other special circumstances.

(Continued)
Article [-] All employees of the company or office must strictly abide by this system.

wage
Article [-] Salary information belongs to personal and company secrets, and it is strictly forbidden for employees to communicate with each other or leak to the outside.

Article [-] The monthly salary is the salary agreed between the company and the employee in the employment notice or the salary listed on the salary change notice issued by the company to the employee.

Article [-] Wage assessment:

(1) Salary: The new employees hired by the company will formulate their salary series according to their position, education background, work experience, actual ability and business level, and employees will enjoy the salary corresponding to the series.

(2) Probationary wages: non-company employees, wages are paid at 100%; company employees are paid at 100% of basic wages during the probationary period, and also enjoy floating bonuses that do not exceed 50% of wages.After the probationary period expires, the employee's salary will be adjusted according to the employee's work performance and evaluation results during the probationary period.

(3) Floating bonus (applicable to company employees only): The company will give employees a floating bonus based on the monthly comprehensive evaluation results of the current month's profit, employee performance and performance (plans to be determined separately).

Article [-] Calculation of wages:

(1) Daily wages = basic wages ÷ 2175; standard hourly wages = daily wages ÷ 8 (hours).

（2）公司的考勤周期为上月的1日至上月31日，每月的8号，公司支付员工上个月1日至31日的工资。

(3) In the first month of employment or the month of resignation, the employee's salary is calculated based on the actual working days, that is: salary of the current month = basic salary ÷ actual working days of the month × actual working days of the employee in the current month.

Article [-] Wage adjustment:
(1) Employee salaries will be appropriately adjusted due to position promotion, year-end assessment, salary comparison of similar positions in the market, company operating conditions and other special circumstances.

(2) The heads of each department can apply for adjusting the salary of employees according to the results of the employee's annual performance appraisal, fill in the application and submit it to the Human Resources Department for processing.

(3) The human resources department is responsible for reviewing the new salary levels of employees, and submitting the review opinions to the general manager of the company for approval.

(4) After the general manager approves the employee's salary adjustment application, the Human Resources Department will notify the employee of the salary adjustment result and send a copy of the result to the employee's department.

Article [-] Payment of wages:

(1) The salary of the company's employees is paid once a month.For those who complete one-time labor or other temporary labor, in accordance with the provisions of the labor agreement, wages or labor fees will be paid after they complete their labor tasks.

(2) The company entrusts the bank to handle the payment of wages.

No.11 Items deducted from wages:

(1) Personal income tax paid according to regulations.

(Continued)
(2) Social insurance premiums paid in proportion to regulations.

(3) The housing provident fund paid in proportion to regulations.

(4) Other expenses that should be paid by individuals.

(5) The part that should be deducted according to the labor contract or its additional contracts and agreements.

(6) Other expenses that can be deducted from the wages of workers as stipulated by laws and regulations.

No.12 The following items are deducted from the employee's pre-tax salary:

(1) Social insurance premiums paid by employees themselves.

(2) The housing provident fund paid by the employees themselves.

(3) Other items that are allowed to be deducted from the employee's pre-tax salary according to relevant regulations.

No.13 Overtime wages (overtime refers to work performed outside the specified working hours):

(1) Employees who work overtime need to fill in the "Overtime Application Form". Overtime work approved by the department manager is regarded as overtime work. The company will arrange employees to take time off or pay employees overtime wages according to specific circumstances.

(2) If an employee is approved to work overtime for more than half an hour, it is regarded as overtime work; if it exceeds half an hour but less than 45 minutes, it will be counted as half an hour, and if it exceeds 45 minutes, it will be counted as one hour.

(3) The regulations on overtime work are not applicable to employees who implement the variable working hours system or the comprehensive calculation of working hours system.

(4) Employees' business trips on working days are not counted as overtime.

(5) Various trainings, meetings and other collective activities arranged by the company on rest days are not considered as overtime.

(6) If the employee fails to report to the Human Resources Department for more than two months after working overtime, it will be regarded as voluntary renunciation.

No.14 Calculation of overtime wages:
(1) Overtime work in normal times: 150% of the basic wages of employees are paid for overtime work.

(2) Overtime work on rest days: If it is difficult to arrange a day off, overtime pay of 200% of the basic salary can be paid upon the approval of the general manager.

(3) Overtime work on statutory holidays: 300% of the basic wages of employees are paid for overtime work.

(4) Employees who go on business trips on rest days are considered overtime, and can be adjusted after approval by the department manager; if it is difficult to arrange adjustment due to work needs, an overtime pay of 300% of the basic salary of the employee should be paid.

(5) Calculation of overtime pay: basic salary ÷ 2175 ÷ 8 × (overtime hours × proportion of overtime pay according to regulations).

incentive bonus

Article No.15 Employees who become regular employees and are still working on the date of the year-end double salary payment can enjoy the incentive bonus of the previous year, that is, an extra month of basic salary, which is usually paid together with the salary in January of the following year.

Article No.16 In the first service year, the bonus shall be calculated in proportion to the length of service in that year. Those who join the job before the 15th will be counted as one month; those who join the job after the 1th will be counted as half a month.

Article No.17 If an employee has personal leave, sick leave or other absence records during the year, the incentive bonus will be calculated in proportion to the actual number of days of attendance.

(Continued)
Article No.18 If an employee retires before the incentive bonus is issued, the incentive bonus will be paid in proportion to his actual working time in the company.

annual bonus
No.19 The company will issue annual bonuses to employees according to the profitability and performance appraisal results of employees.

No.20 The year-end bonus is issued on the date specified by the company, and employees who leave before this date are not entitled to enjoy it.

Special Payroll Processing

No.20 An employee who takes public holidays, annual leaves, wedding and funeral leaves, adjustment leave and nursing leave can receive full wages, including floating bonuses.

No.20 Article 100 maternity leave wages.During the maternity leave period of employees, 100% of their wages and [-]% of floating bonuses are paid.

No.20 three sick pay.The wages and benefits of employees during the period of sickness or non-duty injuries are as follows:

(1) If the accumulative sick leave in the year does not exceed 30 days, the basic salary will not be deducted, and a 50% floating bonus will be enjoyed during the sick leave.

(2) If the sick leave accumulatively exceeds 30 days but not more than 6 months in a year, the floating bonus will be deducted on a daily basis for the part exceeding 30 days, and the basic salary will be paid according to the following standards:
Accumulated working years Basic salary and treatment of working years in the company
less than 10 years

5% of basic salary for less than 70 years
5% of basic salary for 80 years
Full 10 ​​years

5% of basic salary for 10 years and less than 90 years
10% of basic salary for 100 years
(3) If an employee stops working for more than 6 consecutive months due to illness or non-work-related injuries, only relief funds will be paid, and the standards are as follows (long sick leave during the non-medical period, and other benefits during the sick leave To be determined separately):
Relief expenses for accumulated working years in the company

less than 10 years

5% of basic salary for less than 50 years
5% of basic salary for 60 years
Full 10 ​​years

5% of basic salary for less than 60 years
5% of basic salary for 10 years and less than 70 years
(4) During the period of medical treatment for an employee's illness or non-duty injury, within the specified medical period, the company's sick leave wages or relief expenses shall not be lower than 80% of the minimum wage standard promulgated by the local government.

(5) The calculation method of sick leave wage deduction is:
Salary ÷ 2175 ÷ 8 × hours of sick leave × y% (proportion of sick leave pay according to regulations).

No.20 four personal leave wages:
(1) Personal leave is deducted according to the actual number of days of leave.

(Continued)
(2) The calculation method for personal leave wage deduction is: salary ÷ 2175 ÷ 8 × hours of personal leave.

No.20 five resignation salary calculations:
(1) Under the condition that the resignation procedures are normally handled, the salary of the current month shall be settled in one lump sum on the day of resignation.If the resignation procedures are not handled in time due to personal reasons, the salary and other related expenses will be temporarily frozen. After the relevant procedures are completed according to the company's regulations, they will be settled when the salary is paid in the current month.

(2) When an employee resigns, his salary shall be paid as follows:
Payable wages = basic wages ÷ actual working days of the month × actual working days of the employee.

Social Insurance and Housing Provident Fund
No.20 Article [-] According to relevant national and local regulations, the company is responsible for paying social insurance and housing provident fund for employees.

No.20 Article [-] The social insurance paid by the company for employees according to law includes: endowment insurance, unemployment insurance, medical insurance (hospitalization, critical illness), work-related injury insurance, maternity insurance and housing provident fund.

(1) The time for employees to establish (or terminate) social insurance and housing provident funds is limited to the 15th of each month.Employees who join (or leave) before the 15th of the current month shall establish (or stop paying) social insurance and housing provident funds in the current month; employees who join (or leave) after the 15th of the current month shall establish (or stop paying) social insurance and housing funds in the next month provident fund.

(2) If the company cannot insure the employee due to personal reasons, all consequences arising therefrom shall be borne by the employee himself.

Other benefits
No.20 Eight birthdays, marriages, birth congratulations and pensions, etc.:

(1) Birthday: Gifts of RMB ××× yuan or equivalent value are given to birthday employees.

(2) Employees can apply to the Human Resources Department for marriage congratulatory money with their marriage certificates within one month after they register their marriage.

(3) Within one month after the employee gives birth to the first child, the employee can apply to the Human Resources Department for birth congratulations with the birth certificate.

(4) In addition to statutory compensation, the company should also provide appropriate pensions depending on the specific circumstances for employees who are injured or killed on duty.

(5) Within one month after the death of the employee's parents, children or spouse, they can receive the corresponding pension with relevant certificates.

(6) Retirement: A special souvenir will be given.

No.20 Nine items of expatriate subsidies and post allowances (the specific amount can be customized by the company).

Article No.30 During the working period of employees, the company shall provide employees with free lunch or provide corresponding meal subsidies.

Article No.30 The company shall organize a physical examination for employees every year and pay all the expenses to ensure the health of employees.

No.30 Erjo Company will organize a tour and an annual party every year according to the specific operating conditions.

by-laws
No.30 Article [-] Interpretation and revision of this system is the responsibility of the Human Resources Department.

No.30 The four articles were discussed and approved by the general manager's office meeting, and this system will be implemented from the date of promulgation.

Full attendance bonus payment method
×× company's full attendance bonus payment method
Executive department file number
Approver Approval Date
[-]. In order to improve the work performance of employees and improve production efficiency, the company formulates these measures.

[-]. These measures are applicable to all the company's production line workers (except foremen), guards and long-term temporary production workers.

20. The bonus is issued once a quarter, and the date of payment is the [-]th of the first month of the next quarter.

(End of this chapter)