薪酬规划是人力资源管理中很重要的部分。 这关系到员工的军心是否稳定，是否能够支撑企业的可持续发展。 同时，人力资源薪酬规划设计划和管理应视为一个动态的过程，因为企业的内部和外部环境将以不可预测的方式变化。

Salary planning is an important part of human resource management. This is related to whether the morale of employees is stable and whether it can support the sustainable development of enterprises. At the same time, human resource compensation planning and management should be considered as a dynamic process, because the internal and external environment of the enterprise will change in an unpredictable way.

有效的薪酬体系不应一成不变，而应根据需要随时进行监控和调整。 在下文中，为了便于解释人力资源薪酬规划设计，将其分为以下四个步骤以进行清晰的解释。

An effective salary system should not remain unchanged, but should be monitored and adjusted at any time according to the needs. In the following, in order to facilitate the interpretation of human resources compensation planning and design, it is divided into the following four steps to make a clear explanation.

一、明确薪酬规划

1、 Clear salary planning

随着企业的发展，企业之间人才竞争激烈，无法制定薪酬规划，容易引起员工心中不满或者无法对员工起到激励的作用。

With the development of enterprises, the competition for talents among enterprises is fierce, and it is easy to cause dissatisfaction in the hearts of employees or can not play an incentive role in employees.

所以，HR要帮助企业明确薪酬规划，如薪酬水平需要保持在时常的哪个水平，是高或低于竞争对手；企业的业务发展中需要哪种人才，对人才施以的薪酬激励是什么等等，只有把这一步骤明确下来，才可以使得薪酬规划设计朝着企业期望的发展方向。

Therefore, HR should help enterprises to make clear the salary planning, such as which level of salary needs to be kept at, which level is higher or lower than the competitors; what kind of talents are needed in the business development of enterprises; what kind of salary incentives are given to talents; and so on. Only by making this step clear, can we make the salary planning and design towards the development direction expected by the enterprise.

二、因岗设薪

2、 Pay according to post

大家都知道，由于每个员工所掌握的工作技能、专长等都存在差异。所以，薪酬的固定性无法激励员工的工作积极性。因此，然后HR需要的就是因岗设薪，即所谓薪酬的弹性，找到激烈员工的平衡点。这样，不仅可以激发员工的工作热情，还可以提高员工的忠诚度，减少流失率。

As we all know, there are differences in the job skills and expertise of each employee. Therefore, the fixed salary can not stimulate the enthusiasm of employees. Therefore, what HR needs is to set salary according to the post, that is, the so-called flexibility of salary, and find the balance point of fierce employees. In this way, it can not only stimulate the enthusiasm of employees, but also improve the loyalty of employees and reduce the turnover rate.

三、内部公平、公开、公正

3、 Internal fairness, openness and justice

制定薪酬规划设计需要注意公平、公开、公正原则，一旦薪酬规划失去这个原则，容易引发员工军心不稳定，认为自己的能力不被认可，或者容易出现窝里斗，工作责任的推诿等。因此，只有建立公平、公开、公正的薪酬规划才能让员工感到满意，形成竞争机制，才能更好的管理好员工。

Pay attention to the principle of fairness, openness and fairness in the formulation of salary planning and design. Once the principle is lost in the salary planning, it is easy to lead to unstable morale of employees, and they think that their abilities are not recognized, or it is easy to get into fights and shift responsibilities. Therefore, only by establishing a fair, open and fair salary planning can employees be satisfied, form a competitive mechanism, and better manage employees.

四、可操作性

4、 Operability

人力资源薪酬规划设计除了可以稳固员工的工作状态，在设计时还可以根据行业特点、规模等因素进行调整，尽量缩小员工与员工之间的，维持企业的可持续发展。

In addition to stabilizing the working state of employees, human resource salary planning and design can also be adjusted according to industry characteristics, scale and other factors to minimize the relationship between employees and maintain the sustainable development of enterprises.

总体而言，人力资源薪酬规划设计除了可以根据以上4个步骤进行，以达到完善部门内部管理制度还可以结合企业招聘，调整招聘需求，根据各类岗位人员的储备制度，制订培训计划，选择合适的人员进行培养。

In general, in addition to the above four steps, human resource salary planning and design can be carried out according to the above four steps to improve the internal management system of the Department. It can also be combined with enterprise recruitment, adjust the recruitment needs, formulate training plans according to the reserve system of various posts, and select suitable personnel for training.