薪酬设计是企业薪酬管理的重要组成部分，在企业的人才战略中，它承担着吸引、激励和留住人才的重要任务，也是企业人力资源工作的重点和难点。

Salary design is an important part of enterprise salary management. In the talent strategy of enterprise, it undertakes the important task of attracting, encouraging and retaining talents, and it is also the key and difficult point of enterprise human resource work.

绩效薪酬咨询辅导老师介绍到，一般来说薪酬设计主要体现在四个方面，具体如下：

According to the performance compensation consultant, generally speaking, the salary design is mainly reflected in four aspects, as follows:

1、薪酬定位

1. Salary orientation

这是企业薪酬战略的直接反映。正如企业的发展需要战略规划一样，企业的薪酬设计首先必须有明确的薪酬定位。一般来说，对于行业内的标杆企业来说，大部分企业都有明确的薪酬定位，在薪酬管理和员工激励方面都能取得良好的效果。

This is a direct reflection of the corporate compensation strategy. Just as the development of an enterprise needs strategic planning, the salary design of an enterprise must first have a clear salary orientation. Generally speaking, for benchmarking enterprises in the industry, most enterprises have a clear salary positioning, and can achieve good results in salary management and employee motivation.

2、薪酬水平

2. Salary level

谈到薪酬设计在人才战略中的重要性，它主要体现在薪酬水平上，也是企业薪酬体系市场竞争力的直接体现。较高的薪酬水平不仅带来较低的离职率，而且有助于企业吸引人才加入，稳定员工情绪，为企业创造更大的价值。

When it comes to the importance of salary design in talent strategy, it is mainly reflected in the level of salary, and also the direct embodiment of market competitiveness of enterprise salary system. Higher salary level not only brings lower turnover rate, but also helps enterprises attract talents, stabilize employees' mood and create greater value for enterprises.

3、薪酬结构

3. Salary structure

在企业薪酬设计中，薪酬结构设计也很重要，它直接涉及到员工的利益分配，而薪酬组织设计也会影响薪酬激励效果。例如，薪酬结构可以分为固定薪酬和可变薪酬两部分，因此企业应该增加可变薪酬的结构组成，以达到激励员工的目的。

In the enterprise salary design, the salary structure design is also very important, it directly relates to the employee's benefit distribution, and the salary organization design will also affect the salary incentive effect. For example, the salary structure can be divided into fixed salary and variable salary. Therefore, enterprises should increase the structure of variable salary in order to motivate employees.

4、薪酬调查

4. Pay survey

薪酬调查作为薪酬设计的主要组成部分，旨在解决薪酬体系的市场竞争力问题，即相应薪酬水平的构成要素。当然，薪酬调查的作用并不仅限于此。对于企业薪酬结构的设计，也有必要参与薪酬调查。从市场角度来设计薪酬是科学、合理的。

As the main component of salary design, salary survey aims to solve the problem of market competitiveness of salary system, that is, the constituent elements of corresponding salary level. Of course, the role of pay surveys is not limited to this. It is also necessary to participate in salary survey for the design of enterprise salary structure. It is scientific and reasonable to design salary from the angle of market.

以上是绩效薪酬咨询辅导：薪酬设计的四个关键点的内容，希望对大家有所帮助，如想了解更多精彩内容请点击网站了解详情：https://www.cclsbs.com。

The above are the four key points of performance pay consultation and counseling: salary design, I hope to help you. If you want to know more about the wonderful content, please click the website for details: https://www.cclsbs.com 。