Super trader

When I came to the company in the morning, Chen Wei called several leadership to open a weekly meeting.

Today is much more.

At the weekend, Wang Qian and Zhang Dangping continued to recruit new people. Wang Qian also found someone to organize the nineth floor, bought a group of office tables and chairs and computers, and arranged two trading rooms, moving US stocks. Upstairs, there are several trading room downstairs, all left to the domestic market.

This time, more than 20 new people, after a while, still let Zhang Dangping bring a training training.

Briefly said that these two things, Chen Wei let Zhang Dangping report to everyone to re-develop company salary reward system and training assessment system.

After Zhang Dangping made a job manual, according to the duties of each position, Zhang Dangnang determined the corresponding basic salary.

Chen Wei as the company's old, basic salary is 40,000, Zheng Junpeng's basic salary is 30,000, Zhou Yi's basic salary is 30,000.

Originally, the three people did not have basic wages. They only took results, but Zhang Dangping said that this is not suitable. After all, they are doing three in the dish, and there are also management of the company. This is duty salary.

Chen Wei's three of them are not a possible, anyway, three or 40,000 yuan, three for them, it is completely ignored. But since Zhang Dangping is so fixed, then it is good.

Zhang Dangping, Wang Qian, Wang Xudong's basic salary is still 30,000, in addition, the provisional air control manager, the market manager, the management of the R & D department, the basic salary is also temporarily fixed.

Administrative, finance, personnel these three management departments, and the employees of the internship period are fundamentally wage, and the basic wages are six thousand after turning forward.

The staff of the wind control and the R & D department, five thousand in the internship period, turn it out of eight thousand.

The basic wages of the market department are temporarily proven, and the marketing department is still alone. The specific work intensity is not good, there is no way to determine the salary.

The working nature of the market department determines that basic wages will not be too high, mainly to take it.

Regarding the trader, Zhang Dangping proposed a grading system to divide the trader into one or two levels, plus an interns trader.

Tianrun now traders, no matter whether it is the US stock, there is no clear grading, which is simple to divide the core trader and the ordinary trader.

And how the ordinary trader promotes the core traders, and there is no specific standard, which affects the enthusiasm of employees.

With a specific level of grading and the promotion standard, the employee has the goal of struggle, and can also mobilize the enthusiasm of employees to a certain extent, and can also reflect the company's differentiation management.

Specific grading standards, Zhang Dangping is also a few days in detail with Zheng Junpeng, and finally determined.

In accordance with the performance level and the long-term comment, such as the internship trader, for three consecutive months, the average monthly profit can be promoted to the third-level trader.

Different levels of traders, commission standards are different, and basic wages are different.

Internship traders, commission is 10%, basic salary.

Three-level traders, provision of 15%, basic salary.

Secondary traders, bonuses 20% and basically wage tens of thousands.

The first-class trader, brought by 25%, and the basic wages are 20,000.

Another different trader, capital permissions are also different, and the internship trader is only one million fund privileges, and the three-level traders are 20 million, the second-level trader is 20 million, the first-level trader is 50 million, the highest is not limit.

With such a grading system, I believe that employees will have a clear goal of struggle.

Regarding the bonus, divided into basic bonuses and festival welfare bonuses, the festival welfare bonus does not have to be said, what is the three-eighth women bonus, birthday bonus, Mid-Autumn Spring Festival, etc. Traditional holidays, will come.

The basic bonus is mainly bonuses set up for these non-traded positions, divided into two kinds of monthly awards and year-end awards.

The monthly prize is 5% of the net income of the month as a total bonus, and then assigned according to the bonus distribution factor of each employee.

The year-end award is five percent of the company's annual income as a total bonus, and it is also assigned according to the bonus distribution factor.

The specific distribution coefficient, Chen Wei's old is always ten, Zheng Junpeng is nine, Zhou Yi is eight, Wang Qian, Zhang Dangping, Wang Xudong, and the person in charge of several other sectors, is six.

Other logistics employees, the unified internship period is one, and it is two.

In addition, the group leader of the various trading teams, there is also the monthly award and the year-end award, the coefficient is five, the sub-group length factor is four, other traders are only the year-end award, the coefficient is from the level, the internship is one, three levels It is the second and second levels, and the first-class trader is the same as the deputy group.

In addition to basic salary and welfare bonuses, there are also various subsidies, such as food supplement, working age, full duty, housing subsidies, transportation subsidies, etc., also have detailed standards.

The entire salary and welfare system is almost very complete, and only in this architecture in this system will be changed according to the actual situation.

Introduced the salary and welfare system, Zhang Dangping introduced the training assessment system.

Zhang Dangping extracted key indicators of various positions, as well as some auxiliary indicators, almost seven or eight of each post, these indicators have specific quantization data, such as the finance department to come to the post, the number of cash for each month, pay the number of delays , The number of diary payments, etc., can be statistically agan. For example, the trading position, the number of wind control tips, the number of storm, the number of violations, and the like each month.

With these key job performance indicators, you can clearly assess the work performance of each employee.

The results of the assessment are also directly linked to the salary and welfare, and even the company will follow this when the company will be eliminated.

I have to say that Zhang Dangping's ability is indeed very strong. After her comb, Tianrun's entire salary, performance, assessment system, clear, no longer as chaos like before.

Chen Wei followed Zheng Junpeng and others after heard Zhang Dangping's introduction, adopted. The new compensation performance appraisal system will start from March 1, which is implementation, all departments, convey the latest system as soon as possible.

It is determined that the salary assessment, Chen Wei told everyone about the establishment of the industry association.

This matter is still very important to Tianrun.

Tianrun wants to do a big stronger, really become the international top capital giant, you must go out.

Only in the domestic market, I don't do a small trouble. That is not a giant big crocod.

And go out, you must have policy support.

To get the government's policy support, then you have to let the government really understand this.

Industry Association is to let the government understand the best channels of this line.