Human resources department management system template collection

Chapter 15 Compensation and Benefits Management (3)
The company pays your wages for the previous month in currency before the monthly date.The attendance calculation date starts from the day of each month and ends on the day of the next month.

performance bonus
Your performance bonus depends on the first of the following criteria:
The specific income situation of your company/branch/office's monthly and quarterly profits.

Monthly/quarterly personal work performance appraisal evaluation results.

other:.

Your performance bonus will be paid together with your monthly/quarterly salary. Please refer to "Performance Bonus System", "Employee Appraisal Form" and "Employee Evaluation Form" for specific calculation methods.

welfare subsidy
Endowment insurance, medical insurance, unemployment insurance, work injury insurance, maternity insurance, housing provident fund (in accordance with local regulations), enjoy the insurance benefits of the month before (inclusive) the 15th of the month.

Paid vacation days in the first year (calculated according to the date of entry), and days in the second year, increasing in increments, up to a maximum of days.

(Continued)
Reimbursement method and

standard
Actual reimbursement system: Calculated according to actual working days in a natural month, and implement actual reimbursement.

Fixed quota system: local transportation fee yuan/month; local communication fee yuan/month.

Travel Standard
Accommodation fee (day): RMB for Hong Kong, Macao and Taiwan regions; RMB for provincial capital cities/cities separately listed; RMB for other cities.

Means of transportation: train (soft sleeper needs special approval) (whether); airplane (first class needs special approval) (whether)

Remote (outside this city) transportation fee (day) yuan; mobile phone roaming fee (day) yuan
Travel subsidy (day): yuan

Description:

(1) For other unfinished matters, please refer to the company's relevant systems.

(2) During the employment period, the company may adjust your salary appropriately within the scope permitted by laws and regulations.

(3) According to the company's regulations, your salary income is the company's confidentiality, and you are not allowed to disclose your salary to other personnel or external companies without permission.

(4) There are two copies of this form, one for each company and one for the individual.

Employee Signature Department Manager Acknowledgment
HR department confirms general manager approval

Employee Benefit Application Form

Employee Benefit Application Form

Fill in the department file number
Employee Name Department Position

Entry date
Application Items Application Amount
Application instructions
Family visit expenses Retirement expenses Others
Opinions from the Human Resources Department Opinions from the Finance Department Approval by the General Manager

Salary management example
The salary system of XX Hotel and the salary and welfare management system of XX Paper Products Company are listed below for readers' reference.

×× hotel salary system
×× hotel salary system
Executive department file number
Approver Approval Date
[-]. In order to establish a reasonable and fair salary system and motivate employees to work, this system is specially formulated.

[-]. Policies and procedures:

(1) Composition of salary
Staff salary structure: monthly salary + year-end double salary.

Monthly salary: standard salary + bonus
Standard salary: basic salary + welfare allowance + post salary.

As shown in the following table:
Salary
Year-end double salary
Monthly salary
bonus
standard salary
Basic salary (40%)

Welfare Allowance (30%)

Post salary (30%)

The employee's contract salary is the standard salary, which is determined according to the employee's position, academic experience, actual ability, etc.

The basic salary accounts for 40% of the standard salary, which is the minimum living security fund for employees, and the living security fund must not be lower than the local minimum wage standard.

Welfare allowances account for 30% of the standard wages, including all living allowances and policy subsidies stipulated by the state.Non-working employees are not entitled to benefit allowances.

The post salary accounts for 30% of the standard salary, and the salary is different for different positions.

The year-end double salary is set up by the hotel to care for its employees.According to the specific business and income situation of the hotel in the previous year, an extra month's salary will be paid to employees in February of each year.Calculated as follows:
Year-end double salary = the average standard salary of the employee in the previous month × (the actual working months of the employee in the previous year ÷ 12)

The year-end double salary is only issued to the regular employees of the hotel.

(Continued)
(2) bonus

The bonus is the monthly bonus, which reflects the combination of the overall benefits of the hotel and the personal interests of employees, and is established to motivate employees to work.According to the actual monthly operating conditions and income of the hotel, the board of directors decides to withdraw the corresponding amount of monthly turnover as a bonus and distribute it to employees.The calculation and payment of bonuses will implement the "bonus points system" (that is, different bonus points levels are set in combination with job positions, departments and ranks).

Advantages: The higher the rank, the more bonus shares.In order to make managers more scientific and reasonable, fully and effectively arrange the work of employees in the department.

On the premise that the total amount of bonuses remains unchanged, the fewer employees in the department, the more bonuses each employee gets, that is, the more cash each bonus contains.Make the department supervisor control the number of employees in the department, so as to realize the automatic control of the staffing of the hotel.

Example: The total amount of bonus withdrawn in month X is 30 yuan, and the number of bonus shares is 300, so the actual amount of each bonus is 1000 yuan; if the number of bonus shares is 600, the actual amount of each bonus is only 500 yuan.

The number of bonuses tends to be front-office employees to motivate front-end employees.

(3) Rank and salary
According to the job position and the actual situation of the hotel, the hotel employees are divided into 13 ranks, as follows:

Administrative Level 12

Manager Level 35

Supervisor level 69

Staff level 1013 level

For details, please refer to "Employee Rank and Job Assignment". (slightly)
(4) Special allowance

Approved special allowances, such as job type allowances, foreign language allowances, etc., must be handled in accordance with the relevant regulations of the hotel.The personnel training department is responsible for the verification, and the financial department is responsible for issuing after the general manager signs and approves.

(5) Salary and rank determination
The salaries and ranks of all recruited employees are determined by the manager of the human resources department.Among them, the wages of employees with ranks of 5 or above (inclusive) shall be approved by the general manager.The human resources department determines the rank of employees according to the actual situation when they enter the job, and fills out the "Personnel Change Form" to notify employees of their arrival.

(6) Working hours

Working time refers to the actual working time of employees, excluding meal and rest time.Employees work an average of 40 hours per week.Employees who implement a special working hour system must specify it when they enter the job and in the labor contract.

(7) Working overtime

①The hotel does not encourage employees to work overtime.

② If it is true that due to work needs or temporary work arrangements, the employee works overtime, the department head should fill in the "Overtime Work" in detail.

(Continued)
"Application Form" is submitted to the Human Resources Department for filing, and the employee is arranged to take a rest within one month of the overtime work.Failure to take time off within the stipulated time will be regarded as the employee voluntarily giving up. Therefore, it is the employee's responsibility to remind his immediate superior or department head to arrange time off for him.Employees should fill in the "Vacation Application Form" to complete the leave application process. Overtime work at any time can only be taken as the same length of time as the overtime work.

③ If the overtime work cannot be compensated by time off, and the overtime work salary needs to be paid, the department head should fill in the "Overtime Work Application Form" before the overtime work occurs, specify the reasons for the overtime work in detail, and submit it to the general manager for approval.For overtime work approved by the general manager, overtime wages can be given.Overtime work wages are implemented according to the following standards:

A. Overtime work on normal working days shall be paid 15 times the average daily wage for overtime work.

B. For overtime work on public holidays, the overtime work salary is twice the average daily wage.

C. For overtime work on statutory holidays, the overtime salary shall be three times the average daily wage.

D. If employees work overtime due to low work efficiency or failure to complete work on time due to personal reasons, the hotel will not give any leave or salary compensation.

(8) Calculation method

①Standard salary

A. The system working days of the employees are 215 days, and those who lack attendance will be paid according to their actual working days.

Monthly actual wages = actual working days of the month × daily wages of the month
B. Daily Wage Calculation

Daily wages = standard wages of the month ÷ 215
②Monthly bonus
According to the actual situation of the hotel's operating efficiency, combined with the quality of management, it can fluctuate up and down, and the specific plan will be drafted separately.

(9) Distribution method

①Standard salary

The standard salary is paid on the 10th of each month, and the payment date is brought forward to the nearest working day in case of holidays or public holidays.

②Monthly bonus
On the 20th of each month, the monthly bonus will be issued after accounting by the Human Resources Department and the Finance Department.

③Double salary at the end of the year

The year-end double salary of the previous year is issued before the Spring Festival every year.

④Distribution form

All salaries are entrusted to the bank and paid in the form of bank transfer.

(10) Salary during the trial period
① All recruits have a three-month probationary period.The salary of employees during the probationary period is converted according to the standard salary of the approved position, and enjoys basic salary and welfare allowance.Employees who have completed the probationary period and become regular employees will receive an increase in post salary.

②Employees need to go through a one-month probationary period in case of personnel changes such as promotion and transfer.Salary during the probationary period is the same as above.

③ In case of personnel changes such as demotion and salary reduction, if the corresponding salary of the adjusted position is lower than the direct enjoyment of the previous salary

(Continued)
Adjusted salary.

(11) Vacation pay

① sick leave.Employees are entitled to 12 full-paid sick days per year.The sick leave exceeding 12 days is regarded as a medical period, and enjoys the treatment of the medical period:
Working Years Working Years in the Hotel Medical Period Medical Period Salary

less than 10 years

Less than 5 years and 3 months (cumulative within 6 months) 70%
Over 5 years and 6 months (cumulative within 12 months) 70%
超过 10 年

Less than 5 years and 6 months (cumulative within 12 months) 70%
510 years and 9 months (cumulative within 15 months) 60%
1015 years and 12 months (cumulative within 18 months) 60%
1520 years and 18 months (cumulative within 24 months) 60%
Over 20 years and 24 months (accumulated over 30 months) 60%
Medical period wages refer only to basic wages.

② Work injury leave.Carry out in accordance with relevant national regulations.

③ Other paid leave. (applicable to regular employees only)
Maternity leave, family planning leave, nursing leave: only basic wages are paid;

Annual leave, marriage leave, funeral leave, family visit leave: Basic salary and living allowance are paid.

④ For other special holidays approved by the hotel management, such as going out for training, only the basic salary will be paid.

(12) Personal leave

The personal leave is unpaid leave, and all wages on the day of leave will be deducted (calculated by daily wages).If the accumulative personal leave of the current month exceeds three days, it will be related to the distribution amount of the monthly bonus.

(13) Withholding payment

① Personal income tax.Execute in accordance with relevant regulations.

② Social insurance.The hotel pays social insurance (pension, medical, unemployment, work injury and maternity insurance, etc.) for employees, and the part that needs to be paid by employees personally shall be withheld by the hotel.

③ Other funds that can be withheld according to national regulations.

(14) Other

① Interns and temporary workers are paid wages according to a unified standard, that is, full wages.The probationary period and post salary are not implemented, but monthly bonuses are available.

②External employees are paid wages according to a unified standard, that is, full wages, but do not enjoy welfare allowances and bonuses.

(15) Notes

① After being reviewed and approved by the senior management of the hotel, this system will be implemented from the date of promulgation.

②The Human Resources Department is responsible for the interpretation and modification of this system.

×× Paper Products Company Salary and Benefits Management System

×× Paper Products Company Salary and Benefits Management System

Executive department file number
Approver Approval Date
General
Article [-] In order to attract and retain talents and implement the company's salary and welfare policy, the company will give employees a certain competitive salary according to the knowledge and skills required by each position, work experience, education and training, and provide universal and targeted benefits. Combined benefits package.

Article [-] The company designs the salary and welfare policy based on the following principles:
(1) Competitiveness.The company will ensure that the salary and benefits are competitive in the region and in the industry.

(2) Fairness.The company will ensure relatively fair and reasonable remuneration among employees of different positions, departments and positions.

(3) Motivational.The company formulates the employee's salary range and actual amount strictly based on the employee's specific position, actual ability and contribution to the company.

(4) Universality.Based on the company's business philosophy of assuming social responsibility and growing side by side with employees, the company will provide general benefits to all employees, but it will not affect the special benefits given to employees who have made outstanding contributions.

Article [-] This system applies to all employees of the company.

Salary
Article 70 Basic wages account for 30% of employees' monthly wages, and [-]% for welfare allowances stipulated by the government.The monthly income of employees includes their fixed monthly salary and shift allowances, shift allowances, overtime wages and bonuses stipulated by the company.

Article [-] Employee salaries and payment methods follow the following regulations:
(1) Salary period.The salary of employees is settled on a monthly basis, and the salary period is from the first day to the last day of the month when the salary is paid.Other settlement periods such as overtime wages, rotation allowances, sick leave deduction, etc. are from the 21st of the previous month to the 20th of the current month of the salary settlement month.

(2) PAYDAY.Employee salaries are generally paid on the 30th of each month.Employee salary is deposited into the employee's personal salary account through bank transfer.If the payday falls on a Sunday or holiday, it will be paid on the previous Friday or the day before the holiday.

(3) Force majeure.If the company is unable to pay the salary on the specified date due to force majeure, it can appropriately delay the payment after conducting democratic consultation and publicizing the relevant plan, but no later than the next payday.

(4) Question handling.If an employee has any doubts about salary calculation, the employee may inquire with the Human Resources Department.

Article [-] The calculation of employee salary follows the following regulations:
(1) Monthly salary.For employees who normally attend work and complete work tasks in the current month, the company will pay wages according to the standards stipulated in the labor contract.

(2) Calculation base of overtime and holiday wages.The basic salary stipulated in the labor contract is used as the basis for calculating and paying employees' overtime remuneration and holiday wages such as sick leave, family visit leave, and wedding and funeral leave.

(3) Bonuses and subsidies.According to the assessment results of employee attendance and work performance, the corresponding bonuses and subsidies are calculated and issued.

(Continued)
Article [-] The company strictly implements the minimum wage standards stipulated by national and local laws and regulations:
(1) The minimum wage standard.Salary income other than legally stipulated circumstances such as overtime wages for employees in the current month and social insurance premiums and provident funds that should be paid by them personally.

(2) Normal working conditions.Any employee who completes the normal work requirements in the current month shall receive a wage income not lower than the minimum wage standard for employees announced by the local government in the current month.

(3) If the employee is at fault.If employees are punished by the company in accordance with the relevant rules and regulations, the company must ensure that their actual monthly salary income is not lower than the local minimum wage standard.The remainder of the failed one-time deduction can be dealt with over the next few months.

(4) If an employee's salary is withheld due to personal reasons such as sickness, personal leave, absenteeism, etc., his monthly salary income is not protected by the local minimum wage standard.

Article [-] The salary of employees is kept confidential. Anyone who discloses his salary to others without permission or asks others about his salary will be considered a violation of the company's system and will be given disciplinary action.

Article [-] Calculation of overtime wages, middle and night shift allowances, special allowances for shift arrangements, and shift allowances.

In principle, the company does not encourage employees to work overtime. Employees should improve work efficiency, complete work within working hours, and avoid unnecessary overtime.

(1) Overtime application form.Employees who work overtime must fill in the "Overtime Application Form", and it will not take effect until approved by the department manager.

(2) Limits on overtime hours.Employees should not work more than 36 hours of overtime per month.If the overtime hours need to exceed the above-mentioned hours due to special circumstances, the department head should notify the Human Resources Department for filing before requiring employees to work overtime.

(End of this chapter)