Consulting service to build enterprise salary system
Salary system in the enterprise
Payroll system construction service
Bringing you efficiency
System sync
Synchronize the enterprise's salary system with other financial systems, eliminating risks due to compatibility with legal regulations
Recruitment advantage
Translating business performance parameters into the salary system, thereby encouraging employees and optimizing business results
Optimal and trendy
Take advantage of the 3P salary system, so that the corporate salary system is in line with the trend of business development and the labor market.
Payroll system construction service
Contents of the service
- Building a salary system
We advise and build a salary system according to the Common Salary Scale System or the 3P Salary System, which may include:
- Building a salary scale system (according to the traditional model or according to 3P: Pay for Position, Pay for Person, Pay for Performance)
- Building a system of regulations on titles, departments and positions (HR structure)
- Coordinate with the company to build the personnel evaluation system (Simple scale, standard or advanced)
- Develop regulations on salary and bonus corresponding to the salary system in accordance with the new salary system
- Review and update the Collective Labor Agreement in accordance with the new salary system
- Review and update labor regulations
- Review and update the application form of various types of labor contracts in the enterprise corresponding to the new salary system
- Synchronize salary system
The salary policy must serve the business of the enterprise, however, the salary policy must comply with the constraints of the legal environment on labor and employment of the country.
We will help you synchronize the salary system (new or existing construction) with the salary-related regulations, that is:
- Labor Law
- Employment Law
- Social insurance law
- Health insurance law
- Personal income tax Law
- Corporate income tax law
- Relevant specialized law (special business)
- Model salary training
After completing the construction of the salary structure system, we create and train the salary calculation corresponding to the built salary system, including:
- Build a payroll template
- Instructions on how to calculate salary and sample calculation
- Instructions on how to calculate social insurance, personal income and sample calculation
- Guidance on how to apply and advise on handling situations that the company intends to encounter
the goal of the salary system
Building a salary system
Enhance business capacity
- Benefits for business
We provide you with consistent, transparent and reasonable, helping you enjoy benefits such as:
- Cut the cost
- Better employee retention
- Improve team efficiency
- Minimize legal risk
- Optimizing salary costs
- Benefits for employees
- Competence corresponds to income
- Fairness and transparency
- Enjoy full benefits
- Promotion opportunities
Payroll management system
Headache because the salary system is not uniform?
Easy system switching
The transition to a new salary system can seem daunting, but with our team of experts, the process is easier than you think. Let us handle the transition for you and ensure a smooth transition to your new system.
salary system
FAQ
Top Q&A
A salary system is important to a company because it ensures that all employees are compensated fairly and consistently.
It also helps attract and retain talented employees, as they can be confident that they will be properly rewarded for their work.
Factors that should be considered when building a salary system include the company's budget, business rules, job duties and responsibilities, and employee performance.
It is also important to ensure that the salary system is legally compliant and that it does not discriminate against any particular group of employees.
Salary should be determined based on a combination of factors, including job duties and responsibilities, the employee's level of experience and training, the company's budget, and industry standards.
It can also be helpful to conduct market research to see what other companies in the same industry are paying for similar positions.
Salaries should be reviewed and adjusted on a regular basis to ensure that they remain competitive and fair. This can be done annually or more often if needed.
Bonuses and other incentives can be incorporated into the salary system by setting clear goals and performance metrics for employees to meet to earn them.
Rewards or incentives should be tied to specific, measurable goals and should be given fairly and consistently.
The salary system should be communicated clearly and transparently to all employees. This can be done through employee handbooks, company meetings, and face-to-face discussions with managers.
It is important to ensure that all employees understand the salary system and how their earnings are determined.
Some common mistakes to avoid when building a salary system include not considering industry norms, not conducting market research, setting wages too low or too high, not taking into account employee performance. employees and does not communicate the salary system clearly to employees.