MindMap Gallery Payroll management
Salary management mind map, which introduces the nine steps of salary management consulting, Diagnose payroll management issues, Determine the salary distribution system and structure, etc.
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This template, created with EdrawMind, provides a structured workflow for weekly coordination meetings focused on MEP (Mechanical, Electrical, Plumbing) pipeline layout. It follows a four-stage cycle: starting with Issue Identification (Clash Detection) to detect pipeline conflicts, moving to Meeting Agenda preparation to define discussion topics, then On-site Discussion to review and resolve issues on the construction site, and finally Resolution & Update to document solutions and track progress. This template can be reused to standardize MEP coordination processes, ensuring clear communication, efficient problem-solving, and smooth construction progress.
This template, created with EdrawMind, outlines a quarterly checklist for preparing materials for green building certification. It is divided into four sequential quarters: Q1 focuses on Basic Material Preparation, including collecting project approval documents and compiling self-assessment reports; Q2 covers Technical Data Improvement, such as organizing energy consumption calculation books and preparing green construction proof materials; Q3 involves On-site Inspection Preparation, including organizing construction process materials and verifying certification standards; and Q4 is for Formal Application, which includes completing online reporting and cooperating with expert on-site reviews. This template can be reused to systematically prepare for green building certification, ensuring all requirements are met and the process is efficient.
This template, created with EdrawMind, provides a comprehensive framework for daily monitoring of deep foundation pit construction. It covers six key monitoring areas: Retaining Wall Top Displacement, Settlement of Surrounding Buildings, Groundwater Level, Pit Bottom Heave, Support Axial Force, and Data Summary & Analysis. Each section specifies monitoring points, frequency, and warning values to ensure safety. The template can be reused to standardize monitoring practices, track structural stability, and trigger immediate alarms if warning thresholds are exceeded, thus mitigating risks during foundation pit construction.
Payroll management
Nine Steps to Salary Management Consulting
1. Payroll Management Diagnosis
2. Determine salary distribution system and structure
3. Determine total salary
4. Determine the relative value of the position
5. Determine the salary level for each position
6. Design the initial entry method
7. Design salary increase and decrease rules
8. Compensation plan calculation and balancing
9. Compensation plan training and promotion
Diagnose payroll management issues
Purpose
Understand the client’s payroll issues and goals they hope to achieve
Find out the cause of the problem
Formulate framework opinions and principles for solving problems based on the size of the enterprise, industry and region.
method
Personnel interview form
ANALYSE information
Questionnaire analysis
Determine salary distribution system and structure
salary distribution system
Piece rate system
Compensation is calculated based on the quantity of qualified products produced by employees and the unit price in advance.
Disadvantages: low employee cohesion and limited scope of use
job salary system
Evaluate the value of each position and determine the salary level
Disadvantages: narrow promotion channels for employees and few promotion opportunities
ability wage system
Divide professional abilities into several levels, with different levels corresponding to different salaries.
Disadvantages: Salary is not linked to position, eight-level salary system before 1978
functional salary system
Classify the level of ability required to complete the job salary and set the salary according to the level
Employees compete for jobs and receive corresponding salaries
performance pay system
Formerly known as piece-rate wages, its basic feature is to link employee compensation with personal performance.
point wage system
Quantify the wages of different positions into several salary points, and calculate labor remuneration based on the value of each salary point
Features:
Employee compensation consists of basic salary and incentive compensation
Highlight the key role of position in salary distribution, determine salary based on position, and change salary according to position.
Strengthen the direct adjustment effect of enterprise benefits on employee salary distribution and improve the dynamic adjustment mechanism of enterprise salary.
Strengthened the joint realization of team goals and individual goals
It is suitable for positions where the positions are relatively fixed and the work is mainly repetitive.
annual salary system
basic annual salary
Withdraw job value
Performance annual salary
Linked to the business operation and management status, reflecting the basic value of management elements
Reflects the level of management ability and the size of contribution
Award annual salary
Choose a pay structure
Salary structure
fixed part salary
Basic wage
variable partial remuneration
bonus
performance pay
Choose a strategy
Highly flexible salary structure
Performance-based pay
Basic salary supplemented
Highly stable salary structure
Mainly basic fixed salary
Variable pay takes a back seat
Harmonized salary structure
Determine total salary
Market salary level positioning
market leadership strategy
market following strategy
cost oriented strategy
Hybrid compensation strategy
How to determine total remuneration
The overall salary of the enterprise = the ratio of salary to main business income × main business income
Ratio of salary to main business income = total salary/main business income
The company's overall salary = the company's overall base salary and the company's overall target bonus
Determine the relative value of the position
job evaluation
Determine the relative value of each position
Evaluate each job level
Determine the salary level for each position
equilibrium angle
motivation angle
Design the initial entry method
Either high or low
Equal pay for equal work
Design salary increase and decrease rules
performance reasons
Position change
Changes in responsibilities, etc.
Compensation plan calculation and balancing
Determine the salary increase or decrease for each position
Increase or decrease in total salary
Repeatedly balancing the relationship between the two
Make sure it's under control
Communicate with pay cutters
Compensation plan training and promotion
Promote the new compensation plan extensively and deeply
Provide training to relevant personnel
implementation plan