Many companies pay scheme is quite simple, a total of four levels, the staff level, the supervisor level, manager level, the 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 salary column design case, 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 you do not pay the benefits of design how to do, 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. Design brief job analysis job analysis: with the company business objectives, management should pay structure, a clear relationship between departments and job functions, human resources, and heads of departments cooperate on the basis of written job descriptions business analysis and staff analysis. Job Evaluation Job Evaluation: Comparison of the relative importance of the pay system design enterprises within the various positions, job level sequence obtained; job evaluation to establish a unified standard for conduct salary surveys, eliminate different companies due to the different job titles, or even with the same job title, but differences between the actual position of difficulty job requirements and job content as a result of that comparability between different positions, lay the foundation for ensuring the fairness of wages. It is the natural result of job analysis, and used as a basis for job descriptions. Salary Survey Salary Survey: Salary Survey of objects, it is best to choose a competitive relationship with their company or similar companies in the same industry, focusing on the loss of orientation and recruitment sources considered employees. Salary survey data, we must have the status of an annual salary increase, comparing the different salary structure, different positions and different levels of payroll jobs data, bonuses and welfare state, the long-term incentives, and future salary trend analysis. What is the pay structure, Jieyang compensation design, corporate road provided by enterprises in Huizhou City 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!