SALARY-ADMINISTRATION-GUIDE-外企工资管理指南

Side1av8-1-81EHR-CHN-30301HRPOLICIES&PROCEDURESD:\temp\1584356799383.doc-W用2020-03-1611:24Verifiedby:ABADate:2006-01-01Issue:1Approvedby:NHUDate:2006-01-01Revison:ResponsibleDep.:HRChinaIssue/Rev.date:2006-01-01SALARYADMINISTRATIONGUIDELINES薪资管理指导政策1.SCOPE范围ThesesalaryadministrationguidesapplytoallChineselocalemployeeswhoareemployedbyElopak(Suzhou)Co.,Ltd.(‘’ELOPAKSUZHOU”orthe“Company”)withtheexceptionoftemporaryemployeesandemployeesreportingtoanothersubsidiaryinthegroup.本守则适用于怡乐包装（苏州）有限公司(以下简称“公司”)所有中国当地员工，而临时员工以及向公司集团其他机构汇报的员工，均不在此限。2.PURPOSE目的ItisthepolicyoftheCompanytoadministersalariesonanequitablebasisresponsivetotheperformanceleveloftheemployeeandcompetitivewithsalariespaidbyotherorganizationsintheindustry.Thispolicyprovidesatool:公司薪资政策是在保持内部公平基础上，反映员工绩效，并在同行业中薪资具有竞争力。此政策提供一种工具用于：Toattract,retainandmotivateemployeesofthecalibernecessarytoachievetheCompany’sobjectives;吸引、保留和激励有才干的员工以达到公司的目标Toprovideaconsistentbasisforestablishinganddeliverpay；为建立和支付薪资提供一个可靠的基础Toevaluateeachjobbasedonitsresponsibilities;根据职责评估每个工作Torelatecompensationtoperformanceasobjectivelyandconsistentlyaspossible.客观、持续地将薪酬与绩效挂钩Tohelpmanagementtocommunicatepaypolicy帮助管理部门沟通薪资政策3.COMPENSATIONSTRATEGY公司的薪酬策略ELOPAKSUZHOUcompensationstrategyisbuiltonthefollowingprinciples:公司的薪酬策略建基于以下四项原则：Legaldefensible,understandableandeasytomanage符合法律，浅显易懂并易于管理Flexibleandappropriatefortheorganizationundertheguidelinesofthecorporate灵活，适合公司，并符合总公司政策Reflectexternalmarket,yetinsureinternalequity反映外在市场环境，同时确保公司内部的平衡Page2of8EHR-CHN-30501Issue:1Rev.:D:\temp\1584356799383.doc-W用2020-03-1611:24Createfinancialstakesforemployeesintheperformanceofthebusiness使员工的薪资与公司业绩紧密相连Directandfocusemployeebehaviours指导及注重员工的行为操守Recognizeandrewardgoodperformance表扬及奖励表现出色的员工4.BASEPAY基本薪资AllworkersofELOPAKSUZHOUarepaidon12-monthbaseplan.本公司的所有工人均享有十二个月的基本薪资。Alloffice-relatedpositionsofELOPAKSUZHOUarepaidon13-monthbaseplan:12monthsoffixedbasesalaryplus1extramonthofbasepayatyear-end.本公司的所有办公室员工均享有十三个月的基本薪资，包括十二个月的固定薪资加年终时额外发放的一个月薪资。SalaryispaidinRMBcurrency.薪资是以人民币计算。Basesalaryispaidouttoemployeesonaregularpayrollnetbasis:afterwithholdingtaxandemployees’portionofsocialcontribution.Basesalaryiscreditedtotheemployee’sbankaccountbyautopayonamonthlybasis.员工每月实际获得的基本薪资已扣除税项及社会统筹，福利个人缴纳部分，薪资会每月自动转账至员工的银行帐号。5.SALARYADJUSTMENTS薪资调整Ifthereisnopromotion,basepayadjustmentisscheduledincreasetotheindividualbasepay,annuallyonJan.1st.Salaryadjustmentsinthecourseoftheyearareonlymadeinspecialcircumstancessuchasinflation,orrapidchangesinthejobvalueduetomarketfluctuation.如没有晋级，薪金调整会定在每年的一月一日。除非一些特殊情况如通货膨胀、市场波动引致工作价值迅速改变，否则公司不会在其他时间调整薪资。Theannualsalaryincreaseisbasedon:每年的加薪幅度是据以下情况作出调整：Marketconditionssuchasinflation,costoflivingincrease,competitivesituationandcompany’sbudget市场情况如通货膨胀、生活指数上升、市场竞争情况及公司预算等Internalequitytomakesurethatsalaryincreaseisfairtoall公司内部平衡，以确保所有员工的加薪幅度是公正的Individualperformanceonthekeyjobresponsibilities个人主要工作表现Employeesservicetimeincurrentyear员工当年的服务时间Incaseofpromotionthereisamove-upinthesalarystructure.Promotionincreaseismanagedonacase-by-casebasis.Butthebasicprincipleisthatsalaryincreasecausedbypromotioncannotexceedthemid-numberofthesalaryrangetowhichemployeebelongs.如有晋级，薪资会依照薪资结构递增，晋级的薪资升幅按个人而定，并不是一概而论。但基本原则是员工晋升后其新工资不能超越其应属薪资等级范围内的中位数。6.SALARYINCREASE&JOBPERFORMANCE薪资增长及工作表现InELOPAKSUZHOU,salaryincreaseisbasedonjobperformance.Theemployeewhohasthebestjobperformancewillbeawardedthehighestamountofsalaryincrease.Allemployees’salaryfollowsthecompany’sPage3of8EHR-CHN-30501Issue:1Rev.:D:\temp\1584356799383.doc-W用2020-03-1611:24standardsalarystructure.Onlythoseemployeeswhoseperformanceisconsideredas“MeetsExpectations”orabovecanenjoysalaryincreaseorbeawarded.公司实行按照工作表现付酬的原则，表现最佳的可获得最高的加薪幅度。所有员工的薪金将按照公司统一的薪资结构支付，参加绩效评估的员工其工作表现须在“良好”或以上等级，才可以考虑被加薪或者奖励。InELOPAKSUZHOU,allemployeeswhohavepassedtheirprobationperiodhavetoreviewtheirjobperformanceduringtheyearwiththeirlinesupervisorordepartmentmanager.Therearefourgrades:ExceedsExpectations,MeetsExpectations,Needsimprovement,andUnsatisfactory.Thefollowingexplanationwillhelpyouhaveabetterunderstandingofthefourgrades.在公司公司，所有已经通过试用期的员工须与其上级共同讨论他们一年内的工作表现。评估时采用四个等级：优秀、良好、需要改进及不满意。下列的说明将有助于你理解公司公司的定级制度：ExceedsExpectations优秀Madegreatcontribution,alwaysexceedsexpectation.Cantakeeffectiveactionstowardsthegoal,andcanadjustaccordingtotherealsituation.Isakeypersonintheteam.有重大贡献，工作表现经常超出其工作目标所期望的要求。在工作过程中，员工能对目标有效地做出反应，并根据情况予以调整，是团队中有稳定贡献的成员。MeetsExpectations良好Madesomecontribution,jobperformancemeetstherequirement,andcansuccessfullycompletethetask.Cantakeeffectiveactionstowardsthegoalandisanimportantpersonintheteam.可靠的贡献者，工作表现能基本符合工作要求和期望，能圆满完成工作任务。在工作过程中，员工能对目标有效地做出反应，是团队中有稳定贡献的成员。NeedsImprovement需要改进Jobperformancecanhardlymeetthejobrequirement,andneedsimprovementinhis/herfuturejob.工作表现不能达到工作的要求和期望者被列为需要改进的成员，并被列入工作表现改进计划之中。Unsatisfactory不满意Jobperformancecannotmeetjobrequirementatall,andcannotbeacceptedbythecompany.Needgreatimprovementinhis/herfuturejob.员工在很大程度上不能达到工作的要求，工作表现根本不能被公司接受。需要将之列入工作表现改进计划之中。7.BUDGETESTABLISHMENT薪资预算HRdepartmen