There are three basic principles in the design of the compensation system: external competitive, with internal equity, with individual incentive. Such as industrial enterprises, a key technical personnel external market levels are generally 200,000 annual salary compensation design, then we can not dig 50,000 annual salary over? Certainly not, the return is too low. In the design of employee compensation, we must respect the laws of the market to determine the standard pay. The relationship between employees and the enterprise, employees are relatively powerless, the party is risky, so the employees themselves have no sense of security, so employees want companies and signing contracts, give him to buy insurance, the timely payment of wages, which have is derived from the security assurance requirements, as managers we must pay attention to this demand, especially in the design of marketing staff salaries, the first to give your employees a sense of security Chen Jiang compensation design, the staff will be willing to work hard for the enterprise . Many companies pay scheme is quite simple, divided into four Huizhou total compensation design, the staff level, supervisor level, manager level, director level, this is a problem. The same as the department manager, R & D managers and financial managers of the enterprise's contribution is the same? Certainly not the same, but they get the same pay, but certainly made great contributions that individuals would unbalance, which is to overlook the value of the positions. We are definitely not to pay employees based solely on rank, but must be based on job value, return to the contribution of the job up to the enterprise. Many corporate employees of the company and do not care whether the money and care, because no matter how much the company employees get wages are the same. CFO of a company, the company earned 20 million, and he was very upset, and why? Because the company earned 2 million when he took the 120,000 annual salary; the company earned 20 million, he or take 120,000 annual salary, bonus he feels uneven, think seriously mentally unbalanced, and this is a problem shared interests. Employees at what time it most desperately? Only in the sense of their own money when. If he feels old business to earn money to go, what they do not have the benefits of Shenzhen compensation design is not going to work in their lives. Therefore, in the design of executive remuneration, we have to consider dividend, even the design of shares, is to combine the interests of long-term, to form a community of interests. Chen Jiang compensation design | Enterprise Road (certified) | Qingyuan compensation design provided by enterprises in Huizhou City Road Enterprise Management Services Limited. Huizhou City Enterprise Road Enterprise Management Services Limited (isoew.com) Guangdong Huizhou, other leaders, over the years, the company is implementing the scientific management, innovation and development, the principle of honesty and trustworthiness, and satisfy customer needs. In the road leading enterprises with the staff warmly welcome all inquiries negotiations to create a better way prices in the future.