What Is Base Remuneration?

Basic salary, also known as "basic salary", is a stable compensation paid to employees based on the work undertaken or completed by the employee or the skills that the employee has to complete the work. It is a major part of employee income and also calculates other salaries. Income basis.

Basic salary

Right!

Basic salary

In Western countries, traditional salary has traditionally been divided into salary and salary (

Basic salary has high rigidity and high differentiation, which is a relatively stable economic reward for an employee from the enterprise. Therefore, this compensation component is essential for employees. Not only does it provide basic livelihood security and a stable source of income for employees, it also often

For ordinary employees engaged in manual labor, there are two basic forms of payment for basic salaries: one is

1. Four payment methods

There are usually four ways to pay for basic salaries. The first is pay for job, which is not right. Doctoral students and high school students make the same money and pay for the job. The function of human resource management is value creation. The sum of the value of each position is the value of the business. The basic unit of value creation is essentially the position,

The basic salary of an enterprise is usually based on one of three types: job / position / position (collectively referred to as position), skills, and ability. Therefore, in practice, there are three different basic types of position salary system, skill salary system and ability salary system. Salary System. In these remuneration systems, the core decision base for basic remuneration is unique. For example, in the position salary system, the main basic salary gap for employees is determined by factors such as the responsibilities, skill requirements, effort level, and working conditions of the positions they hold. However, at the same level, there will be some gaps in salaries for employees with different qualifications and performance.

Therefore, the position salary system is a salary system that takes the position as the main line and considers skills and experience at the same time, instead of determining a piece of salary by each position, skill, working age, etc., and then joining together to form the basic salary; similarly, in skills The decisive role in the wage system is mainly the proficiency of employees in mastering a certain skill and the depth and breadth of the skills they master. The concept of this type of salary system often becomes very vague, especially when it is applied to professional and technical personnel who are generally engaged in the same work content, but have large differences in technical capabilities and knowledge levels; and in the ability salary system, the basic The basis for determining compensation is a more comprehensive ability factor.

Different types of basic salary systems have their own advantages and disadvantages, and there are certain differences in the applicable objects and environment. Under normal circumstances, if the internal personnel composition of the enterprise is more complex and there is a large gap, you can consider adopting different basic compensation systems for different types of personnel. For example, a salary system for positions in production, management, and affairs employees, a skill salary system for professional and technical or R & D employees, and a competency salary system for marketing personnel.

Judging from the actual situation of Chinese enterprises, the basic salary system based on posts is more applicable at the current stage for management, transaction and production employees. However, it should be pointed out that even in some companies that have clearly implemented post wages, there are still many misunderstandings in the definition and evaluation of posts. In some enterprises, the basic salary decision is based on a position that is not determined after analysis and evaluation. For example, the department managers of many companies get basically the same salary because they belong to the same type of position, but in fact, the pressure on the managers of different departments and the contribution to the strategic goals of the company are very different. Unreasonable compensation.

Some media once disclosed the news that a company in Zhejiang imported a production line worth about 20 million yuan and paid more than 700,000 yuan for equipment debugging and training, but was able to pay for the software and hardware of this production line. The average monthly salary of a technician who performs comprehensive maintenance and repair is only 436 yuan, which is only 26 yuan higher than the local minimum wage at that time. The technician is deeply dissatisfied with this, but the company believes that he is engaged in the job of maintenance, and it is considered good to get such wages for such positions. This incident reflects that many companies do not understand the meaning of the job at all. Can repairs, bicycles, cars, and aircraft engines be counted as the same job?

For some companies with a large number of technical personnel, it may be more reasonable and advantageous to implement a basic salary system based on skills for technical personnel. However, when implementing the skill wage system, enterprises must work out a clear plan for the evaluation and re-evaluation of skill levels. However, it should be noted that the practice of relying solely on the national title evaluation system to define the skill level of technical personnel cannot meet the needs of human resources management in modern enterprises. The enterprise must study and formulate the skills qualification level standards applicable to the enterprise and regularly Only through evaluation and re-evaluation can the technical wage system be truly implemented.