一般而言薪酬结构由以下部分构成：基本工资、季度奖金、年度绩效、福利津贴。尤其是基本薪、职位薪、绩效薪的比例要合理，基本工资对企业来说一般是通用型，满足当地工资水准，体现薪水的刚性;而职位薪则根据不同职位的工作分析，来分析岗位的价值，做出科学准确的岗位评估，来体现职位薪水的高低，满足员工内部薪资平衡心理。绩效薪酬咨询辅导就是让学员经过系统的培训，建立完善的薪酬绩效管理体制。

Generally speaking, the salary structure consists of the following parts: basic salary, quarterly bonus, annual performance and welfare allowance. In particular, the proportion of basic salary, position salary and performance salary should be reasonable. The basic salary is general for enterprises, which can meet the local wage level and reflect the rigidity of salary. The position salary is based on the job analysis of different positions to analyze the value of the post and make scientific and accurate post evaluation to reflect the level of position salary and meet the internal salary balance psychology of employees. Salary and performance management training is to let the trainees through systematic training and establish a sound salary and performance management system.

设计薪酬绩效管理体系，应注意以下几个细节：

The following details should be paid attention to when designing the salary performance management system

薪酬绩效管理培训一、薪酬水准具竞争力。

Pay performance management training 1. Pay level is competitive.

薪酬水准影响到企业吸引人才的能力和在行业的竞争力。因此，如果一个学校的薪酬水准低于当地同类型学校和行业市场水准，同时又没有与之相配合的措施如稳定、较高的福利、便利的工作条件、有吸引力和提升性的培训机会等，就容易造成员工流失，直接或间接影响学校的利润率和经营发展目标的实现。

Salary level affects the ability of enterprises to attract talents and competitiveness in the industry. Therefore, if the salary level of a school is lower than that of the local schools of the same type and the industry market level, and there are no corresponding measures, such as stable, higher welfare, convenient working conditions, attractive and improving training opportunities, etc., it is easy to cause staff turnover and directly or indirectly affect the realization of the profit margin and business development objectives of the school.

薪酬绩效管理培训二、在薪酬设计中加入对绩效的考核。

Pay performance management training 2. Add performance appraisal to salary design.

将员工的薪酬在基本工资基础上加入绩效工资，其中基本工资是员工基本的保障，反应员工的基本能力及等级水平，绩效部分，针对不同任职等级的员工有不同绩效工资，具有一定的浮动性，这样可以有效调动员工积极性，将绩效考核与薪酬有机结合。同时也有助于在薪酬管理中建立科学的薪酬结构。

The basic salary is the basic guarantee of employees, which reflects the basic ability and level of employees, and the performance part. According to the different levels of employees, there are different performance pay, which has a certain degree of floating. This can effectively mobilize the enthusiasm of employees and organically combine performance appraisal with salary. At the same time, it is helpful to establish a scientific salary structure in salary management.

薪酬绩效管理培训三、引入激励机制、考核机制。

Third, introduce incentive mechanism and evaluation mechanism.

薪酬绩效管理培训团队认为，企业也可以引入激励考核机制，例如员工在开展工作中，按照时间要求完成任务，当要求员工一个小时完成任务，而员工40分钟完成后，应该给予奖励，这就需要管理者制定的目标是准确的，目标设定中就会涉及到工作饱和度、忙闲程度、工作难易程度等问题，因此企业可以将现在工作量进行衡量，量化之后承包给个人，这样就可以在设定目标的基础上将多劳多得和员工薪酬挂钩，做到在对员工有约束的情况下做好激励。

The salary and performance management training team believes that enterprises can also introduce incentive assessment mechanism. For example, when employees are required to complete tasks in accordance with the time requirements in carrying out their work, when they are required to complete the tasks in an hour and the employees finish the tasks in 40 minutes, they should be rewarded. This requires that the objectives set by the managers are accurate, and the work saturation and busy schedule will be involved in the goal setting Therefore, enterprises can measure the current workload, quantify it and contract it to individuals. In this way, on the basis of setting goals, more work and more pay can be linked with employee compensation, so as to do a good job of incentive under the condition of constraint on employees.

薪酬绩效管理培训四、调薪有依据，绩效考评公正、公平。

Pay and performance management training 4. Pay adjustment is based on, performance evaluation is fair and fair.

薪酬绩效管理培训团队认为，在薪酬体制中引入了激励机制和考核机制外，还需要以绩效考核公平为主，员工激励为辅的方针，对于员工调薪有着明确的依据，做到公平合理。须知，公司企业内岗位的调薪，做好了能激励员工的士气，做不好会动摇部分员工的信心。尤其是毫无根据地随意调薪，或绩效评估不公正，都会导致员工对企业公司的薪酬系统产生怀疑，甚至不满，调薪要有依据，讲原则，重激励。

The salary and performance management training team believes that in addition to the introduction of incentive mechanism and assessment mechanism in the salary system, it is also necessary to give priority to the principle of fair performance appraisal and supplemented by employee incentive, which has a clear basis for the salary adjustment of employees, so as to be fair and reasonable. It should be noted that the salary adjustment of the company's posts can stimulate the morale of employees. If it is not done well, it will shake the confidence of some employees. In particular, arbitrary salary adjustment without foundation or unfair performance evaluation will lead to employees' suspicion or even dissatisfaction with the salary system of the enterprise. Salary adjustment should be based on principles and pay attention to incentives.

以上就是关于绩效薪酬管理培训的4点内容，希望对大家有所帮助，如您想要了解更多资讯内容请点击网站：绩效薪酬咨询辅导https://www.cclsbs.com。

The above four points are about the performance pay management training, I hope to help you. If you want to know more about the content, please click the website: performance pay consultation https://www.cclsbs.com 。