1, basic salary: the main part of enterprise employees' labor income, and also the basis for determining their labor remuneration and welfare benefits. It has the characteristics of routine, fixity, benchmark and comprehensiveness. Basic salary is divided into basic salary, seniority salary, position salary, skill salary, etc. In our country, according to the labor law, the basic salary will have its minimum standard in every region.
2. Overtime pay: refers to the remuneration paid by employees for their work beyond normal working hours.
3. Bonus: The incentive salary paid by the enterprise and the employer to the employee's excessive labor or outstanding labor performance is a monetary reward paid by the enterprise to encourage the employee to improve work efficiency and work quality. Therefore, compared with basic salary, bonus is unconventional, floating and non-universal. Common bonuses in enterprises include attendance award, over-production award, saving award, year-end award and benefit award.
4. Subsidies: refers to the remuneration paid to employees by enterprises to compensate their special or extra labor consumption and engage in special operations, as well as the price subsidies paid to employees to ensure that their salary level is not affected by prices. Common allowances include: night shift allowance, travel allowance, cooling fee, special operation allowance, business trip allowance, housing allowance, food allowance, etc.
5. Welfare: a kind of remuneration paid to employees in non-cash form. Employee benefits can be divided into two categories: statutory benefits and company benefits. Employee benefits include: supplementary pension, medical care, housing, life insurance, accident insurance, property insurance, paid vacation, free lunch, shuttle bus, employee recreational activities, leisure travel, etc.
6. Office environment: create a good working atmosphere for employees, which is the embodiment that enterprises attach importance to people's emotions, needs and incentives.
7. Growth opportunities: The enterprise trains its employees in professional knowledge, business skills or management skills in a planned and purposeful manner in combination with its own enterprise goals, and creates an environment for employees to learn and improve their professional knowledge and skills or management skills.
Design principles: There are three basic principles in the design of salary system: external competitiveness, internal fairness and individual motivation. When designing employees' salary, we must respect the laws of the market to determine the salary standard.
In the relationship between employees and enterprises, employees are relatively weak and risky, so employees themselves feel insecure, so employees hope that enterprises can sign contracts with them, buy insurance for them and pay wages in time. All these are derived from the demand for security, and as enterprise managers, we must pay attention to this demand, especially in the salary design of marketers. First, we must make employees feel safe, so that employees will be willing to work hard for the enterprise.