【正文】 Basic pay Floating pay 13th month pay Bonus annually Travelling allowance Benefit internal House loan lunch fee fruit fee … ... Social security ?Medicare ?dole ?annuity Add CEO award Simplify Standardize Segment Renamed Bonus monthly Maintain Standardize Set up a series of indicators SINOTRUST/MC HempelHR PAGE 20 SINOTRUST 新華信管理咨詢 PRINCIPLE, GOAL AND PERSPECTIVE OF THE ESTABLISHMENT OF COMPENSATION AND BENEFIT SYSTEM Principles: equitable, reasonable and consistent with hemplehai hong’s development strategy goals: 1, to resolve the unfair differentiation among four BU 2, to resolve the unfair differentiation among each office 3, to resolve the disconnection of performance and bonus 4, to establish reasonable pensation system, establishing proper expectation perspectives： 1, to arrange proper structural system, adjust current differentiation by establishing reasonable position and level 2, establishing coefficient to adjust district differentiation 3, relate performance management to bonus SINOTRUST/MC HempelHR PAGE 21 SINOTRUST 新華信管理咨詢 RESTRUCTURE COMPENSATION AND BENEFIT SYSTEM Compensation and benefit system Basic pay 13th month pay Level pay seniority pay Monthly bonus CEO award Bonus annually pensation benefit pay bonus Benefit internal Social security Position pay SINOTRUST/MC HempelHR PAGE 22 SINOTRUST 新華信管理咨詢 SUGGESTION ON BASIC PAY AND MONTHLY BONUS ?restructure current pay, dividing it into basic pay and monthly bonus ?the future structural pay will be as following: standard pay=basic pay+monthly bonus =basic pay?(1+?) ? is the coefficient of monthly bonus or floating, 0 ?1 basic pay=(position pay +level pay+seniority pay) district coefficient position: sale representative, regional manager, manager, general manager level: junior, senior, advanced,and in each level can divide to 1,2,3 sublevels ?salesman’s basic pay prises of level pay, position pay and seniority pay. With the increasing of any of the three, the monthly bonus increases, which is proper as different position pay or level pay means different responsibilities. Monthly bonus has the same ratio to the basic pay but different value. ?Monthly bonus is decided by general manager . We suggest that in condition of not contravening the regulation, the monthly bonus should not be discounted. SINOTRUST/MC HempelHR PAGE 23 SINOTRUST 新華信管理咨詢 IMPLEMENTATION OF BASIC PAY AND MONTHLY BONUS ?First, to analyze the current pay ?second, to decide on the quantity of seniority pay, level pay and position pay. Establish transitional pay structure: pare thecurrent pay with the future one, the odds is reserved pay. So the current pay structure changes into: pay=standard pay+reserved pay=(basic pay+monthly bonus)+reserved pay reserved pay can be controlled in a certain scope, which can be adjusted by the demarcating of position and level. ?Third, the transitional pay structure will change to standard structure and the reserved pay should be abolished gradually. SINOTRUST/MC HempelHR PAGE 24 SINOTRUST 新華信管理咨詢 ALLOCATION OF THE ANNUL BONUS SHOULD CONSIDER FOUR MAIN FACTORS Decide on corporate bonus 事業(yè)部獎金總額 decide the annual bonus of each BU Each BU’s pletion of objectives Corporate performance as a whole Salesman’s performance evaluation annually 事業(yè)部獎金總額 事業(yè)部獎 金總額 bonus of each BU Individual bonus Individual bonus Individual bonus Decide individual bonus Macroeconomy each BU facing BU’s objectives： the BU’s evaluation indicators shoul