What Are the Different Types of Payroll Qualifications?

Salary types are generally divided into 1, fixed monthly salary, 2, monthly salary, 3, daily salary, 4, hourly salary, 5, piece rate, and 6, annual salary.

Salary type

Salary types are generally divided into:

name	Salary structure	Evaluation Object	Value quantification	Mechanisms that translate into compensation	Salary increase	Managers' focus	Employee concerns	program	advantage	Disadvantage
Job-based pay structure categories	Based on work done and market	Remuneration element	Weights of reward element levels	Points awarded reflecting standard pay structure	Promotion	Employee-to-work matching, promotion and configuration, controlling costs through work, compensation and budget	Seek promotion for more pay	Job analysis, job evaluation	Clear expectations, a sense of progress, pay based on the value of the work done	Potential bureaucracy, lack of flexibility
Skill-based compensation structure	Based on proven skills and markets	Skill section	Skill levels	Skill certification and market pricing	Acquisition of skills	Effective use of skills, provision of training, cost control through training, skills certification and work arrangements	Seeking improvement in skills	Skill analysis, skill certification	Continuous learning, flexibility, streamlined staffing	Potential bureaucracy and high demands on cost control
Competency-based compensation structure	Based on capability or capability development and market	ability	Ability level	Proficiency certification and market pricing	Capacity development	Ensuring capabilities add value, providing opportunities for capacity development, controlling costs through competency certification and work arrangements	Seeking improvement	Ability analysis, ability certification	Continuous learning, flexibility, horizontal mobility	Potential bureaucracy, cost control required

Different salary types

Different salary structure: The salary range of the post salary system and the level salary system is different: The ratio of the difference between the salary of the corporate boss and the salary of the ordinary grass-roots employees is about 1: 20 ~ 1: 100. Pay policies should be formulated according to market needs. How can salary management have an effect and serve the purpose of serving the company's operating efficiency? The practices of some domestic and foreign enterprises are worthy of our study and reference.

Common types of salary

Basic work goals / basic work methods / basic work content The basic work goals are to get employees paid, and at the same time to motivate employees to serve the business benefits of the enterprise. Human resources experts believe that if the company's wages deviate from this, it will not be a company in the modern sense. The basic working methods and work contents are not much different, and there may be some differences, but the basic work contents such as wage policy, salary policy, and overall structure design are the same in modern enterprises.