薪酬体系是一个公司对员工很重要的东西，毕竟这关系到员工工资的组成，薪酬体系建立氛围薪酬体系建立流程和运行流程，绩效体系建立也分为这两个流程，所以说一个好的咨询公司是多么的重要，咨询师的实战的经验完全可以对公司的不足进行完善，今天小编就给大家讲解一下吧.

Salary system is a very important thing for employees in a company. After all, it is related to the composition of employees' salary, the establishment of salary system atmosphere, the establishment process and operation process of salary system, and the establishment of performance system are also divided into these two processes. Therefore, how important a good consulting company is. The practical experience of consultants can completely improve the company's shortcomings Let's explain it to you

一、薪酬体系建立和运行流程

1、 Establishment and operation process of salary system

1.薪酬体系建立流程：

1. Salary system establishment process:

工作分析(薪酬体系需要重点分析岗位特性、岗位属性)——薪酬体系框架思路设计——盘点岗位列表——设计岗位评估工具——组织岗位价值评估——岗位等级划分——外部薪酬调查——薪酬制度设计——薪酬标准设计——薪酬测算——薪酬制度及标准讨论定稿。

Job analysis (pay system needs to focus on the analysis of post characteristics and post attributes) - pay system framework design - inventory post list - Design post evaluation tool - organizational post value evaluation - Post Classification - external pay survey - pay system design - pay standard design - pay measurement - pay system and standard discussion and finalization.

其中，岗位评估与外部薪酬调查没有优先顺序，二者可以同时开展。

Among them, job evaluation and external salary survey have no priority, they can be carried out at the same time.

2.薪酬体系运行流程：

2. Operation process of salary system:

薪酬套改规则设计——薪酬套改测算——薪酬制度宣贯——薪酬套改测评及人员二次定位——薪酬套改结果讨论定稿——员工薪酬调整反馈或通知——工资表编制。

Design of salary package reform rules -- Calculation of salary package reform -- publicity and implementation of salary system -- evaluation of salary package reform and personnel secondary positioning -- Discussion and finalization of salary package reform results -- feedback or notice of employee salary adjustment -- payroll preparation.

二、绩效体系建立和运行流程

2、 Performance system establishment and operation process

1.绩效体系建立流程：

1. Performance system establishment process:

工作分析(绩效体系需要重点分析岗位职责及对应的工作成果)——绩效体系框架思路设计——绩效制度及工具设计——绩效制度及工具讨论定稿。

Job analysis (performance system needs to focus on the analysis of job responsibilities and corresponding work results) - Design of performance system framework ideas - Design of performance system and tools - Discussion and finalization of performance system and tools.

2.绩效体系运行流程：

2. Performance system operation process:

盘点部门及岗位列表——绩效制度宣贯及绩效工具培训——组织公司级目标设置及分解——部门级目标设置及分解——岗位级目标设置——绩效数据采集系统建立——绩效日志填写——绩效考评与绩效面谈培训——绩效考评打分——绩效考评结果审定——绩效反馈面谈——新一轮目标设置。

Inventory department and post list - performance system publicity and implementation and performance tool training - organization company level goal setting and decomposition - department level goal setting and decomposition - post level goal setting - performance data collection system establishment - performance log filling - Performance Appraisal and performance interview training - Performance Appraisal scoring - performance appraisal result approval - performance feedback Interview - a new round of goal setting.

二、薪酬体系咨询机构?

2、 Salary system consulting organization?

1.机构实力

1. Institutional strength

用户在选择绩效体系咨询机构时，先要了解该机构的实力如何，如该机构是否具备绩效体系项目建设方面的经验和承接项目多少，以及机构占地面积和在职员工数量多少等，如果用户实地考察，还可了解下该咨询点的企业组织架构是否健全，只有多方面综合了解机构实力，才能选择出具备实力的机构，只有实力强大的机构才能为用户提高较好的绩效体系咨询服务。

When choosing a performance system consulting organization, users should first understand the strength of the organization, such as whether the organization has experience in performance system project construction and how many projects it undertakes, as well as the area of the organization and the number of on-the-job employees, etc. if users make field visits, they can also understand whether the enterprise organizational structure of the consulting point is sound, and only have a comprehensive understanding of the organization in many aspects Only the powerful organization can provide better performance system consulting service for users.

2.软硬件设施

2. Software and hardware facilities

绩效体系咨询机构的配套软件和硬件设施也是用户在选择时需要考量的一个问题。用户要明确绩效体系咨询机构的为用户提供服务的软件是否稳定，是否具备强大的功能，是否可以为用户提供一站式的绩效体系咨询服务，另外还要了解该机构的配套硬件如电脑设备等是否运行良好，以确保在咨询过程总软硬件可以为用户提供较完善的咨询服务。

The supporting software and hardware facilities of performance system consulting institutions are also a problem that users need to consider when choosing. Users need to know whether the software of the performance system consulting agency is stable, whether it has powerful functions, whether it can provide users with one-stop performance system consulting services, and whether the supporting hardware of the agency, such as computer equipment, is running well, so as to ensure that the total software and hardware can provide users with more perfect consulting services in the consulting process.

3. 专业人员水平

3. Professional level

用户选择绩效体系咨机构时，还需认真调研该机构专业绩效咨询人员的专业水平如何，一般而言，好的绩效体系咨询机构因为拥有众多项目经历，所以其专业人员实战经验非常丰富，无论从绩效体系策略制定还是目标细化分解，都能给出令用户非常满意的建议和方案。因而专业咨询人员技术水平也是用户选择咨询部门需要仔细了解的问题。

When users choose a performance system consulting organization, they need to carefully investigate the professional level of its professional performance consultants. Generally speaking, a good performance system consulting organization has many project experiences, so its professionals have rich practical experience. No matter from the performance system strategy formulation or target refinement and decomposition, it can give users very satisfactory suggestions and methods Case. Therefore, the technical level of professional consultants is also a problem that users need to carefully understand when choosing consulting departments.