發(fā)布部門IssuingDepartment人力資源部HR

1、發(fā)布部門 (Issuing審核人(總) (Verified批準(zhǔn)人(董) (Approved by-Chairman) ：Department) ：人力資源部 (HRby-GM) ：Department)薪酬管理制度 (Compensation Management System)1.0 目的 (Goal)為把企業(yè)的工資制度與員工的工作崗位和工作業(yè)績緊密結(jié)合，使其能真正起到獎勤罰懶、獎優(yōu)罰劣的作用， 充分調(diào)動員工的工作積極性、增強責(zé)任感、提高自身素質(zhì)，特制定本細則。This system is aimed at linking thecompany s salary system tightly

2、 to the campany staff s position and performance by rewarding the diligenand good while punishing the lazy and bad,thus to activate the system as a tool to arouse the staffemthusiasm, to enhance their sense of responsibility and to urge them to constantly improve themselves in all aspects.2.0 基本原則 (

3、Basic principles) 本方案本著公平、競爭、激勵、經(jīng)濟、合法的原則，將工資分配與崗位管理密切結(jié)合，以崗位責(zé)任、勞動 強度、技術(shù)含量和實效等基本要素的評價為基礎(chǔ)，按崗位差別確定分配關(guān)系，按員工工作表現(xiàn)及業(yè)績和企業(yè)經(jīng) 濟效益來確定分配尺度， 采取以崗位、 績效為主的分配形式， 建立結(jié)構(gòu)合理、 關(guān)系明確、 管理規(guī)范的工資體制。 (This system brings the distribution of salary and the position management into a close association based on equalty, competition,

4、inspiration, economy and legalty. The evaluation is on the basis of some key elements such as the responsibility of the position, the intensity of labour, technical skills and tangible results while the salary distribution is based on the distinction in positions. How to distribute the salary is dec

5、ided by the staff performance and the company s economic benefit. This sal ary management system takes two major forms-position and performance. It is properly structured, regularly managed and the relation is clearly defined.3.0 員工分類、分級及崗位設(shè)置 (Employees classification, grading and post setting) 參照公司

6、組織架構(gòu)圖4.0 工資構(gòu)成 (Composition of salary)工資 =基本工資崗位補貼 +生活補助 + 住房補貼 + 加班補貼 + 業(yè)績獎金 +特殊補貼 + 五險Salary=base pay+post allowance+subsistence allowance+housing allowance+overtime allowance+performance-based bonus+special benefits+five insurances 崗位補貼： 是指員工 2 級以上行使管理職能的崗位或基層崗位專業(yè)技能突出的員工予以的津貼。 (Post allowance : it

7、 refers to the allowance provided for excutive managers ranked Second or above and employees in junior position with excellent professional skills.) 生活補助 ：公司根據(jù)月工資統(tǒng)計天數(shù)得出生活補貼，1(藍領(lǐng))職員 以上級別不享有。(Subsistence allowance: it is based on the monthly paid days; this does not apply to employees rankedabove the

8、blue collars.)住房補貼： 公司未提供住房，特安排的住房補貼，各崗位均享有。(Housing allowance : every employee is provided with this allowance because the company does not offer accomodation.) 加班工資： 是指員工在雙休日、 法定節(jié)假日級 8 小時以外未完成額外的工作任務(wù)而支付的工資部分。 公司 1(藍 領(lǐng))職員以上崗位及實行工作時間未完成固定的工作職責(zé)與任務(wù)為主，所以不享受加班工資。(Overtime alowance : this is paid for the

9、 work done on weekends, legal holidays and beyond the eight daily working hours. However, employees above the blue collars are paid according to the amout of work they do instead of by the hour, thus they are not entiled to this allowance.) 業(yè)績獎金 ：公司相關(guān)業(yè)務(wù)人員享受業(yè)務(wù)提成，按公司業(yè)務(wù)提成管理規(guī)定執(zhí)行。(Performance-based bonus

10、: personnel in charge of some certain transaction enjoy the commission whichis paid according to the company s provisions on admistinration.)特殊補貼： 指公司對部門經(jīng)理級管理人員基于他的特長或特殊貢獻而協(xié)議確定的薪酬部分。(Special benefits : this is offered to the department managers and administrators based on their special abilities and

11、 their unique contributions to the company.) 五險 ：醫(yī)療保險 +失業(yè)保險 +養(yǎng)老保險 +工傷保險 +生育保險(基數(shù)隨社平工資進行調(diào)整) (Five insurances : medicare insurance+unemployment insurance+old-age insurance+industrial injury insurance+child- bearing insurance; the amount of these insurances are adjusted as the society schanges.)參保人員身份

12、(policy- holder s identity)上年月平 均工資 (the everage salary of the first half of the year)養(yǎng)老失業(yè)工傷醫(yī)療生育總金額 (sum)單 位 應(yīng) 繳 (the co mp any sha ll pay )個 人 應(yīng) 繳 (the indi vid ual sha ll pay )單 位 應(yīng) 繳 (the co mp any sha ll pay )個 人 應(yīng) 繳 (the indi vid ual sha ll pay )單 位 應(yīng)繳 (the comp any shall pay)單 位 應(yīng) 繳(the comp a

13、ny shall pay)個 人 應(yīng) 繳(the individu al shall pay)單 位 應(yīng) 繳(the comp any shall pay)本市職工 (employees-Xiamen citizen)1822.8255.19145.8216.178.098.09127.636.467.29604.71外來工 ( 含農(nóng)民 )(foreign employees including peasants)9905472904.9554.6836.467.29238.38外來管理、技術(shù)人員按本市 (foreign administrative and technical personn

14、el are treated as Xiamen citizen)27003782162713.513.51895410.8901.85.0 公司級別劃分 (Grades) ：職銜：衡量員工過往功績的一種級別劃分。其表現(xiàn)形式為：白領(lǐng)、藍領(lǐng)、銅領(lǐng) 等等，共分為 5 個職級；(Post title : it is a way to measure employees performance in the past; there are five ranks, taking the formsof white-collar, blue-collar, bronze-collar, etc.)職等：

15、對應(yīng)于員工現(xiàn)任職務(wù)的一種級別劃分。其表現(xiàn)形式為：職員、主管、總經(jīng)、高總 等等，也是分為 5 個等級；(Grade: it is designed to classify employees present position. There are five les,v etalking the form of clerk,supervisor, manager, chief managers, etc.)職級： 反映不同職銜高低的標(biāo)準(zhǔn) .(Rank: it is a standard to measure the level of a position.)級別： 反映同一職級中高低的標(biāo)準(zhǔn)。每一個

16、職級中都包含有3 個級別， 1、 2、3、，3 級高于 1 級。例如，在白領(lǐng)這樣一個職銜中，就包括白領(lǐng) 1 級、白領(lǐng) 2 級、白領(lǐng) 3 級；(Class: it reflects the differences among positions in the same rank. There are three classes in everyrank-Rank 1, Rank2, Rank 3, Rank 3 is higher than Rank 1. Exp. In the white collar post, there areClass 1 white-collar, Class 2

17、white-collar and Class 3 white-collar.)職務(wù)： 反映員工承擔(dān)不同責(zé)任和義務(wù)的標(biāo)準(zhǔn)定義。例如，經(jīng)理、總監(jiān)、技術(shù)員、設(shè)計師 等等。(Position: it is a standard definition of employees responsibilities and obligations; for example, there aremanager, director, technician, designer, etc.)等級： 反映不同職等高低的定義標(biāo)準(zhǔn)。我們的職等制度中也包括了 3 個等級。(Level: it reflects the dif

18、ferences among the grades. There are three levers in every grade.)員工級： 生產(chǎn)、倉儲級別以下(Workers: below the production and warehouse ).5.1 職銜職等制度的基本概念和思想 (Basic concept and spirit of the title and grade system)職銜職等制度是 GFA 的一種精神激勵和物質(zhì)鼓勵制度，核心是為了體現(xiàn)和諧共贏的企業(yè)文化，打造一支成 功的團隊。職銜職等制度就是保證這個磨合期的和諧公正，保證磨合期以后的分配合理公平，職銜反映的是過

19、 往貢獻或能力， 職等反映的是目前貢獻或能力。 他們之間有著基本的對應(yīng)關(guān)系如下。 (The title and grade system inspires the staff mentally and materially, holding the goal of building a successful team in a mutual beneficial coporate culture. The system is to ensure harmony and justice during this running in period and a resonable and fair

20、distribution system after this period. The position title reflects the staff s past conabilities while the grade, their present contributions and ablities. Below is their basic corresponding relation: 職級 /職銜/職等職務(wù)、工作崗位5(金領(lǐng))總監(jiān)總監(jiān)、程序分析師、首席策劃師、總裁助理4(銀領(lǐng))高經(jīng)高級經(jīng)理、工程師、設(shè)計師、策劃師、總經(jīng)理助理3(銅領(lǐng))經(jīng)理會計、業(yè)務(wù)經(jīng)理、客服經(jīng)理、培訓(xùn)經(jīng)理、總監(jiān)助

21、理、總裁秘書2(白領(lǐng))主管設(shè)計員、技術(shù)員、出納、主管、經(jīng)理助理、總經(jīng)理秘書、品質(zhì)管理員1(藍領(lǐng))職員業(yè)務(wù)專員、客服專員、培訓(xùn)專員、行政專員、前臺接待員工：倉管、 QC 、班長、組長、安保人員、流水線操作員、保潔不列入職級范圍內(nèi)，但不影響職等 3(銅領(lǐng))經(jīng)理級別以上享受廈門本地職工2700 元系數(shù)繳納醫(yī)保。2(銅領(lǐng))經(jīng)理級別享受本地職工 1617 元系數(shù)繳納醫(yī)保。 備注： 員工入職當(dāng)月滿 21.75 個工作日享有醫(yī)社保。Rank /Title /Grade duty&position5 (gold-collar) director director, program analyst, chief

22、 strategy planner, assistant of CEO4 (silver-collar) chief manager high-ranked manager, engineer, designer, strategy planner, assistant of chief manager3 (bronze-collar) manager accountant, sales manager, customer service manager, training manager, assistant of director, secretary of CEO2 (white-col

23、lar) supervisor designer, technician, casher, supervisor, assistant of manager, secretary of chief manager1 (blue-collar) clerk sales specialist, customer service specialist, training specialist, excutive specialist, receptionist warehouse keeper, QC, monitor, group leader, security guard、 productio

24、n line operator, cleaner3 (bronze- collar) staff ranked above manager enjoy 2700 RMB s medicare insurance like Xiamen localstaff.2 (bronze-collar) managers enjoy 1617 R MB s social insurance like Xiamen local staff. Notes: staff start to enjoy medicare insurance after working 21.25 days in very mont

25、h that they are recruited.5.2 職銜制度 (Title system)GFA 聘請你，就是認(rèn)可你在其他企業(yè)的 “過往能力 ”你現(xiàn)在對 GFA 、對團隊的貢獻越大，你被認(rèn)可的能力越 大，你的職銜就應(yīng)該越高；反之，則低。職銜制度對企業(yè)的創(chuàng)業(yè)期尤為重要，正因為如此 GFA 職銜體制在不同企業(yè)發(fā)展時期有不同的浮動標(biāo)準(zhǔn)。 在原始創(chuàng)業(yè)期，職銜的升降幅度最大，創(chuàng)業(yè)期次之，到成長期升降幅度就趨于穩(wěn)定了。GFA hired you because we approved your past ability in other companies. The more you contri

26、bute to GFA and more abilities you have been approved of, the higher your position will be, vice versa.The post title system is particularly important to a enterprise on its starting point. For this reason, GFA post title system has different floating criteria in different period of development. The

27、 promotion and demotion range of the post title is wide in the primitive period of business establishment, narrower in the establishing period and tends to be steady in the growing period.5.2.1. 職銜對應(yīng)的薪資標(biāo)準(zhǔn)級別職銜工資級別工資一級二級三級5（金領(lǐng)）總監(jiān)50001500200025004（銀領(lǐng)）高經(jīng)40001000150020003（銅領(lǐng)）經(jīng)理3500500100015002（白領(lǐng)）主管20002

28、004006001（藍領(lǐng)）職員1800200300400員工90001002005.2.2 職銜等級的管理說明 (Explanation of administration on position grades) 職銜評定標(biāo)準(zhǔn) (Evaluationg standards of position)評定職銜需要考慮的因素有 4 個：職務(wù)、工齡、學(xué)歷、經(jīng)驗，等等。(4 factors are taken into account when deciding a position- duty, seniority, education and experience.)具體劃分、核定標(biāo)準(zhǔn)如下 (Spe

29、cific classification and evaluating standards are as follows)：職務(wù)：員工在 GFA 企業(yè)擔(dān)任職務(wù)的高低，決定其最低職銜。新聘用的員工，根據(jù)其應(yīng)聘職務(wù)對應(yīng)的職等，可 以核定其最低職銜。每個職銜可以對應(yīng)其往上的三個職等。例如 1 級的藍領(lǐng)，可以擔(dān)任 1 業(yè)務(wù)專員， 2 業(yè)務(wù)主 管 3 業(yè)務(wù)經(jīng)理(Position: the employees basic post title is based on their position in GFA. Newly -recruited employees sbasic post title ca

30、n be decided according to his/her position grade. Every employee is entitled to three grades in corresponding to his/her post title. For instance, a first-class blue coller can hold the post of business specialist ,bussiness administrator or business manager.工齡：員工在 GFA 企業(yè)工齡的長短，對其職銜有直接影響。但是并不是只要工齡長就能

31、獲得高的職銜，而是 要看這些工齡時段中，員工對公司所作的貢獻大小。也就是說根據(jù)績效考核情況來決定員工的職銜升降。 Seniority: employees ostp title is closely associated with their seniority.However,longer service does not necessorily means higher position. Instead, it is his/her contribution to GFA during the this service period that decides how high his/h

32、er position can be. That is to saythe staff s performance decides his/her promotion ordemotion.學(xué)歷：這個標(biāo)準(zhǔn)比較簡單，大專文憑，積累 1 級；本科文憑，積累 2 級；碩士文憑，積累 3 級；博士文憑，積 累 4 級。這個標(biāo)準(zhǔn)不是必須單獨考慮的，如果在員工擔(dān)任職務(wù)時已經(jīng)充分考慮到其文憑因素后，則不應(yīng)該再單 獨考慮本因素。Education: this criteria is comparatively simple:associate degree gets 1 level; undergraduat

33、e degree gets 2levels; master s degree gets 3 levels and doctor s degree gets 4 levels. This criteria should not be consideseperately. This should not again be a factor if it has been taken into consideration when giving the employee the job.原則上， 每兩年工作經(jīng)驗，經(jīng)驗： 本項僅對于新聘任員工而言。 這里的經(jīng)驗指對應(yīng)聘職位直接相關(guān)的工作經(jīng)驗，可以積累 1

34、 級。不過，與學(xué)歷標(biāo)準(zhǔn)相似，如果在聘用時已經(jīng)充分考慮了經(jīng)驗因素，則不再重復(fù)計算積累。Working experience: this only applys to newly recruited staff. This“ Experience ”wreofrekrisn gto theexperience directly associated with the position the employee is holding. In principle, every 2-year experience gets 1 level; similar to the education criter

35、ia , this should not again be a factor if it has been taken into consideration when giving the employee the job.6.0 薪酬調(diào)整：6.0 ajustment for salary 薪酬調(diào)整分為整體調(diào)整和個別調(diào)整。Adjustment generally and specificly.6.1 整體調(diào)整：指公司根據(jù)國家政策和物價水平等宏觀因素的變化、行業(yè)及地區(qū)競爭狀況、集公司發(fā)展效益情 況而進行的調(diào)整，包括薪酬水平調(diào)整和薪酬結(jié)構(gòu)調(diào)整，調(diào)整幅度由董事會根據(jù)公司經(jīng)營狀況決定。6.1 Gene

36、ral ajustment: it is associated with somemacroscopical changes including national policy, pricelevel, industri al and regional competetion, and the companyeccso nomic benefits.The ajustmentcomposes of the level and the structure and the adjustment range is decided by the board of directors after ass

37、essing the company s state of operation.6.2 個別調(diào)整： 主要薪酬級別的調(diào)整，分為定期調(diào)整與不定期調(diào)整。6.2 Specific adjustment : adjustment of main salary levels,periodical and aperiodical.6.2.1 薪酬級別定期調(diào)整：指公司在每年的 4 月份根據(jù)年度績效考核結(jié)果對員工崗位工資進行的調(diào)整。6.2.1 Periodical adjustment of compensation levels: it refers to the adjustment to staff s

38、salaraccording to the assessment on their yearly performance. This takes place in April every year.6.2.2 薪酬級別不定期調(diào)整：指公司在年中由于職務(wù)變動等原因?qū)T工薪酬進行的調(diào)整。6.2.2 Aperiodical adjustment of compensation levels:it refers to the adjustment to staff s salary and p caused by the post changes.6.3 調(diào)整程序6.3 The procedure fo

39、r adjustment級別 rank調(diào)整次數(shù) /年(不超過) times of adjustment /year (within)調(diào)整跨度 The span of adjustment)審批程序The procedure for examination and approval經(jīng)理級 managers3次3 times300-500中國區(qū)總監(jiān) CEO director of china section CEO主管級 supervisors3次3 times100-300經(jīng)理 人力資源部經(jīng)理 中國區(qū)總監(jiān) CEOmanager HR manager director of china secti

40、on CEO職員級 clerks3次3 times100-200經(jīng)理 人力資源部經(jīng)理 中國區(qū)總監(jiān) CEOmanager HR manager director of china section CEO員工級2次50經(jīng)理 人力資源部經(jīng)理 中國區(qū)workers2 times總監(jiān) CEOmanagerHR managerdirector of china sectionCEO審批通過的調(diào)整方案和各項薪酬發(fā)放方案由人力資源部執(zhí)行。The compensation scheme and its adjustments which have been examined and approved shoul

41、d be carried out by the HR Department.7.0 其它7.0 Other7.1 公司薪酬體系實行動態(tài)管理，員工崗位變動，或技能評定有所升降，工資將隨之變動，自重新確定崗位的 下月起調(diào)整崗位工資 ；7.1 The compensation management systemis dynamic, which means that employees salary changes whenhis/her position or the assesment on his/her skills changes. The adjustment will become e

42、ffective the next month after the reconfirmation of the new position.7.2 每月統(tǒng)一按照 21.75 個工作日計算發(fā)放工資， 員工試用期工資按定崗位標(biāo)準(zhǔn)工資計發(fā)；7.2 Monthly salary is paid on a basis of 21.75 working days; employees on the probation are paid according to the standard salary.7.3 次月 15 日發(fā)放上月工資；7.3 On the fifteenth day evry month,

43、 salary of the preceding month is paid.7.4 工資計算方式：7.4 Way of payment: 月工資 =工資基數(shù) -工資基數(shù) /21.75 * 請假天數(shù)Monthly salary = base pay - base pay/21.75 * days of absence 住房補貼 = 住房補貼基數(shù) - 住房補貼基數(shù) * 請假天數(shù)Housing allowance =basic housing allowance - basic housing allowance * days of absence 生活補助 =生活補助基數(shù) -生活補助基數(shù) /21

44、.75 * 請假天數(shù)Living subsidies =basic Living subsidies - basic Living subsidies /21.75* abscent days當(dāng)日金額 =工資基數(shù) /21.75Day pay = basic salary/21.75事假 =扣除當(dāng)日薪資Personal leave = deduct the day pay病假 =扣除當(dāng)日薪資 20%sick leave = deduct 20% of the day pay8.0 薪酬保密：8.0 Compensation shall be confidengtial 人力資源部、財務(wù)部所有經(jīng)手

45、工資信息的員工及管理人員必須保守薪酬秘密。非因工作需要，不得將員工的薪 酬信息透漏給任何第三方或公司以外的任何人員。 薪酬信息的傳遞必須通過正式渠道。 有關(guān)薪酬的書面材料 (包 括各種有關(guān)財務(wù)憑證)必須加鎖管理。工作人員在離開辦公區(qū)域時，不得將相關(guān)保密材料堆放在桌面或容易泄 漏的地方。有關(guān)薪酬方面的電子文檔必須加密存儲，密碼不得轉(zhuǎn)交給他人。員工需查核本人工資情況時，必須 由人力資源會同財務(wù)部門出納進行核查。 違反薪酬保密相關(guān)規(guī)定的一律視為嚴(yán)重違反公司勞動紀(jì)律的情形予以 開除。Personnel in HR Department , Department of Finance involving

46、 in the handling of salary information should keep a secret of it.No revealing the salary information to a third party or any person who does not work for the company. Salary information should be delivered through official aproaches . Written material on salary (including various financial document

47、s) should be handled with encryption.When all the staff have left the office area, the classified documents should not be left on desks or any other place where it is possible to be given away. The e-files about salary should be stored with encryption and the code should not be given away to others.In the case of checking personal wages ,the HR departme