Broadly speaking, the reward is divided into two economic classes remuneration paid and non-economic class. Economy Class reward refers to wages, allowances, bonuses and other compensation refers to non-economic class employees get a sense of accomplishment, satisfaction, ability to upgrade or a good working environment and atmosphere and so on. Lectures are used in narrow concept of remuneration, refers only to the economy class reward. Also known as pay. Pay compensation strategy design refers to the companies determine salaries, salary levels compared with the external salary levels taken position. Popular said Chen Jiang compensation design, is to determine the level of pay and the market in which the enterprise level compared. There are three general strategies: market leading salary levels in the market leading position, above the market average. Also known as the market calm market coordination strategies that pay levels in the level of living in the middle market, with the market average was flat; market follow that pay relatively low level of living in the market, following the market average; in fact, Shenzhen compensation design, in practice many companies are using mixed compensation strategy, namely to develop a different compensation strategy based on the type or level positions, respectively, instead of all jobs are the same pay level position. For example, the enterprise's key positions using market-leading strategy, general staff positions to take coordinated market strategy, strong grassroots alternative to the market following the policy positions taken. 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, then we can not dig 50,000 annual salary over? Certainly not, the return is too low. Dongguan compensation design, we must respect the laws of the market in the design of employee compensation, the criteria to determine the remuneration. Employees and affiliated companies, the 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 compensation design, This is due to 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, the staff will be willing to work hard for the enterprise. Salary design _ design _ Zhaoqing pay prices offered by Huizhou City Road Enterprise Road Enterprise Management Services Limited. Huizhou City Enterprise Road Enterprise Management Services Limited (isoew.com) strong, credible, and other industries in other Huizhou, Guangdong has accumulated a large number of loyal customers. The company better work attitude and continuous improvement of innovative ideas will lead enterprises into the glorious road and you work for a better future!