1, establish payroll policy. Establish payroll policy, that is, for the enterprise payroll management to establish goals and ideas. Therefore, the payroll management policy must reflect the corporate culture and values, business philosophy and policy, corporate development goals and strategies to serve the core competitiveness of the enterprise to build and ensure the sustained and rapid development of enterprises.

2, choose the total salary management method. Total payroll management is to properly determine the proportion of labor and management in the distribution of economic benefits to coordinate the relationship between them. Its purpose is to safeguard the interests of the enterprise and the position of the staff of the two sides, to achieve mutual benefit **** win, and obtain the enthusiasm of the two sides, in order to ultimately ensure the sustained and rapid development of the enterprise.

3, choose to establish the salary structure.

Salary structure is the post of employees from the enterprise to obtain the proportion of different nature of the economic benefits of the composition. Choose to establish the salary structure, according to the actual enterprise and the labor market changes, determine the salary in the basic salary, incentive pay, additional wages, benefits and insurance and options incentives in the proportion of the five, in order to maximize the reflection of the position of the staff's labor on the development of enterprises to achieve the value of the contribution of the goal.

4, choose to determine the salary system. Choose to determine the payroll system, that is, choose to determine the base salary of the approved method, approved basis and approved process. The purpose is to enhance the base salary approved scientific, open and transparent, so that the base salary has the role of incentivizing job employees to make more efforts and contributions.

5, choose to establish incentive pay approval method, approval basis, approval process. Reward salary is the job employees over the standard contribution to give incentives, its approved method, approved basis and approved the process of science, openness, transparency, is to ensure that it has the full incentive role of the premise.

6, choose to establish the approved method of additional wages, approved basis, approved process. Additional wage is a special job of extraordinary inputs to the compensation given, its approved method, approved basis and approved process is scientific, open, transparent, will directly affect the position of employees whether they are willing to make the choice of extraordinary inputs.

7, choose to establish the approved methodology, approved basis, approved process of welfare insurance. If the approved method, approved basis and approved process does not have sufficient scientific, open, transparent, welfare insurance this economic welfare incentives can not play the role of incentives for the post of employees behavioral choices induced.

8, choose to determine the method of payment of salaries and payment procedures. Its focus is to increase the openness and etiquette of payroll payment, so that payroll payment work also has a full incentive role.

9, determine the conditions, methods and operating procedures of salary adjustment. Its purpose is to increase the scientific, openness and transparency of the pay adjustment work, so that the pay adjustment also has a full incentive effect.

Expanded:

Management Objectives:

1. Efficiency Objectives

Efficiency Objectives include two levels, the first standing in the output point of view, the remuneration can bring the greatest value to the organization's performance, and the second level is to stand in the input perspective. The second level is from the input point of view, to realize the salary cost control. The essence of the remuneration efficiency goal is to bring the maximum value to the organization with appropriate remuneration cost.

2, fairness goal

Fairness goal includes three levels, distribution fairness, process fairness, opportunity fairness. Distributional fairness means that the organization should meet the requirements of fairness when making personnel decisions and deciding on various incentives. Dissatisfaction will arise if employees perceive that they are being treated unfairly.

Reference: