How can small and medium-sized paint companies split their money?

China Paint Network
News: Ren Zhengfei, as a manager or leader, must have two technology: one is to make good use of people, one is to give money well. Small
coating enterprises
large mobility of employees, wages are not high, to retain people who want to retain, more difficult. But under such conditions, enterprises still have to find a way to live, we have to find a way to do a good job of internal balance, that is, to find a way to share the money, points of everyone has no opinion. Today, we will talk about how to make good use of the wage system, piece-rate wage system, and
performance
small and medium-sized enterprises.
the tax rate system is a kind of compensation system for the sales business personnel of enterprises. The structure of the wage system is generally composed of a "base salary plus a rate". The determination of the base salary, because of the enterprise, some of the higher, some of the lower, the specific how much appropriate, depending on the enterprise situation to determine. In my opinion, the reference can be made to the local minimum wage.
sales rate calculation, some by product sales, some by sales amount. In any case, however, the payment must be made available in order to honour the grant, which is the most basic principle.
of the proportion of the rate, there are several aspects to consider: First, the product, is the old product or new product; Second, the market, is the old market or the new market; Third, the customer side, is the old customer or the new customer; Fourth, sales, is the historical sales or new sales. Based on these factors, determine an appropriate percentage of the increase.
need to pay attention to the implementation of the payment of the allowance: First, the amount of the rate to determine the scientific. On the one hand, we should refer to the salary level of employees in other positions within the enterprise, and more importantly, we should calculate the profit margin of the product according to the cost of the product and the selling price of the product, so as to determine the amount of the allowance. Second, the policy of the rate should be relatively stable. After the introduction of a council policy, it cannot be easily adjusted, the general adjustment cycle is one year. In this process, must not be due to the sales staff to raise more, and suddenly adjust to lower the standard of the rate.
the piece-rate wage system has two forms: one is complete piece-rate, the other is incomplete piece-rate. Incomplete piece-rate refers to the "post salary plus piece-rate wage" way.
the advantages of a piece-rate wage are: simple program, clear indicators, intuitive assessment, clear rewards and punishments, so that employees know clearly the relationship between pay and income. The disadvantages are: not conducive to team building, not conducive to staff growth, not conducive to the backbone training, not conducive to the formation of a good culture.
form of piece-rate wages is more applicable to small enterprises that can accurately measure the amount of individual labor; But for process-oriented, continuous production enterprises, it is not appropriate.
from the actual situation of enterprises, the complete piecework method has become more and more difficult to implement, because of the impact of the market, many enterprises can not achieve full load, long-cycle operation. In the case of production instability, the employee's income will be greatly affected; Especially when the enterprise is in a semi-discontinued or even discontinued state, the employee's income will be halved or completely no, you can imagine what kind of situation this will be.
in order to solve this problem, adopting a non-complete piece-by-piece approach will play a certain stabilizing role. The job salary here is equivalent to the "base salary" of the sales officer. In the past said that "no cap, no guaranteed bottom" wage form of employment situation, is no longer possible, there is no reasonable "base salary" to do security, the resignation of employees who can not stop.
addition to the above two forms of remuneration, more common is the "job performance wage system", some also known as "structural wage system", it is a mixed form of wages.
the composition of the post performance wage system, including four parts: post salary, annual salary, various kinds of allowances (education, technical title, vocational qualifications, skill level), performance bonus. The first three parts are fixed parts and the fourth part is floating parts. It can be understood that the fixed part is retained, the floating part is stimulating.
salary is based on job analysis and evaluation, according to the nature of the post, skill requirements, labor intensity, job environment, etc. to determine. Job wages reflect the differences in positions within the enterprise. In general, job wages account for one-third of an individual's monthly salary.
salary can distinguish between management, technology, production, service four series to consider separately, in the grasp of the overall balance of the premise, grasp the relative rationality of each system.
years of work wages, some are also called working-age wages. The purpose of setting up the annual salary is to distinguish the salary difference between new and old employees, on the one hand, to reflect the recognition of the contribution of enterprises to old employees, on the other hand, to stabilize new employees have a certain incentive role.
pay monthly, the specific amount of 20 to 50 yuan is more appropriate, but must be limited to a limited number of years, generally 10 to 15 years is appropriate. When the ceiling is reached, the subsidy is fixed in the wage.
(1) education subsidy: the purpose of setting up academic qualification subsidy is to retain highly educated employees. This subsidy is no longer used by some enterprises, but for small and medium-sized enterprises, especially private enterprises, it is still necessary to set up, otherwise it is difficult to improve the structure of the workforce.
(2) Technical title subsidy: The purpose of setting up technical title subsidy is to encourage qualified employees to acquire the corresponding technical title through their own efforts and to upgrade their own professional and technical level.
(3) Vocational Qualification Subsidy: For managers at all levels, in addition to participating in the evaluation of professional and technical title, they should also be encouraged to participate in the certification of various types of professional qualifications in the country, to obtain the corresponding qualifications for employment, in order to promote the management of enterprises professional.
(4) Skill Level Subsidy: Workers at the operational level on the production line should be given the necessary incentives for those "skilled craftsmen" to be subsidized according to the skill level. Primary workers are the most basic requirements, must be met in order to be employed, from intermediate workers to senior workers, technicians can be given a certain subsidy.
performance bonus is based on the company's monthly performance review.
the amount of the performance bonus is determined according to the total annual salary of the enterprise, excluding the fixed part, the rest is the performance bonus. Determine the total monthly bonus based on the total annual performance bonus. Then according to the results of the monthly performance appraisal, determine the amount of monthly paid bonus.
performance bonus is determined according to the individual's position bonus factor. Bonus coefficient, according to management, technology, production, service four systems to balance and determine.
performance bonus in the structure of the performance pay system, the proportion should be about half, post wages and various types of allowances should be about half. Such a proportion, in the non-normal operation of the enterprise, on the one hand, can reduce wage payments, can effectively and reasonably control; On the one hand, it can ensure the basic income of employees, so as not to large-scale resignation and separation phenomenon.
the above three models, I think that the "job performance wage system" is more suitable for the current general small and medium-sized enterprises. In addition, for the three models, can also be considered in an integrated way, the unified set of a fixed part of the "post salary", and then according to the situation of the three to determine the floating part of the "commission", "piece" or "bonus", that is, can effectively grasp the overall balance of compensation of the various systems of enterprises.