Analysis on the Design steps of salary system for Coffee Shop employees

Analysis on the Design steps of salary system for Coffee Shop employees

①, job analysis, is a systematic process of determining the knowledge, skills and responsibilities that coffee shop employees need to complete their tasks.

②, Job value Evaluation, a, the purpose is to compare the relative importance of each position within the coffee shop, to get the job grade sequence, and to establish a unified job evaluation standard for external salary survey. B, there are a variety of methods, the most commonly used is the score comparison method, the score comparison method first needs to determine the evaluation elements related to salary distribution, and then define different weights and scores for these elements; c, design the salary hierarchy diagram, after completing the job value evaluation, design the "salary hierarchy diagram" according to the needs of coffee shops.

③, employee competency evaluation and positioning. The purpose of employee competency assessment is to determine whether an employee is qualified for the position; b, to judge the degree to which the employee is qualified for the position; and c, to complete the salary positioning of the employee. The elements of employee competency model include knowledge, experience, skills and professional quality.

④, salary survey and salary positioning.

1. The salary survey focuses on solving the problem of external competitiveness of salary. Coffee shops need to refer to the average wage level in the labor market when determining the wage level.

2, the object of the salary survey, it is best to choose enterprises that compete with coffee shops or similar to the same industry, focusing on the whereabouts of staff turnover and the source of recruitment.

3. The data of the salary survey should include the salary increase of the previous year, the comparison of different salary structures, the salary data of different positions and levels, bonuses and benefits, long-term incentives and future salary trend analysis.

4. Only by adopting the same criteria for job evaluation and providing real salary data, can the accuracy of the salary survey be ensured.

5, you can draw the compensation curve according to the results of the salary survey. On the position salary grade coordinate chart, we first mark the points where all the employees of the investigated enterprises are located, and then sort out the wage curve of the enterprise. From this picture, we can directly reflect where the salary level of coffee shops is compared with that of the same industry.

6, the principle that salary survey should grasp: ①, obtain salary information through the resources of the investigated enterprise or without its knowledge. In the salary survey, the people flow Resources Department of this coffee shop should contact the corresponding department or general manager of the other party or use other means to obtain information. ②, the investigation data should be accurate. ③, the survey information should be updated from time to time.

7, the channel of salary survey-- mutual investigation between enterprises, entrusting professional institutions to conduct a survey, and understanding from public information.

8. After analyzing the salary data of the same industry, choose different salary levels according to the situation of coffee shops.

⑤, salary structure design

1. The factors that should be considered in the design of compensation organization: hierarchical relationship, personal skills and qualifications, working hours, personal performance, benefits and benefits.

2. Classification of compensation institutions

The salary structure of the coffee shop is designed as basic salary, performance pay, overtime pay and pay and benefits respectively.

⑥, the implementation of salary system and the establishment of "salary management system", we can fully introduce the salary values and salary system of coffee shop by using salary system question and answer, employee forum, satisfaction survey, internal publication and so on.

Salary grading method for employees

①, definition of wage rating

Wage classification is the determination of the wage grade of the new employees who have no wage grade or the employees whose original wage grade is invalid.

②, salary grading method for new employees

After the new employees enter the coffee shop, they generally have a probation period. At the end of the probation period, the coffee shop will sign a labor contract with the employees and grade the employees' wages. Special talents or senior management talents generally do not have a probation period and will be graded directly after going through various formalities.

1, position classification: position classification means that the transferred personnel or recruiters who have work experience shall determine the salary grade according to the position they hold. This method generally refers to people recruited by professionals or coffee shops.

2. Assessment and grading refers to the assessment and examination of employees who are ready to renew their labor contracts at the end of the probation period, and those who are qualified shall determine the salary grade in accordance with the grade standards they have reached. For new employees who have not taken part in the job, they generally go from the lowest or lower level of chess in their post, and then rise gradually.

3, comparative grading, comparative grading generally means that there is no position, or there is a position but the coffee shop did not hire the position, and then according to the salary grade of people of the same age and education in the coffee shop.

Staff position evaluation method

①, the position reference method, as the name implies, is to evaluate other positions with existing salary grades.

The process of using the post reference method: 1, become the post evaluation group; 2, the evaluation team selects several representative and easy to evaluate positions, and use other methods to evaluate these positions; 3, if there are already evaluated positions, then directly select the positions that are recognized by the employees; 4, select the position positioning standard posts selected by 2 and 3 5. The evaluation team classifies other similar positions into these standard posts according to the job responsibilities and qualification requirements of the standard posts. 6, set the post value of all posts in each group to the standard post value of this group; 7, in each group, adjust the post value of these posts according to the work difference between each post and the standard post; 8, finally determine the post value of all positions.

②, factor comparison method, factor comparison method is one of the more accurate and complex job evaluation methods. It sorts the posts many times according to different salary factors, and then comprehensively considers the sequence level of each post, and obtains a weighted sequence value, and finally determines the post sequence.

The process of using the factor comparison method:

1. Collect necessary position information. Collect relevant information about job evaluation according to the job description. Factor comparison method is often used to evaluate factors: ①, psychological elements, psychological characteristics, such as ability, temperament, personality, etc.; ②, technical and knowledge elements, basic education, such as computing ability, professional knowledge, such as food science, physical coordination ability, such as tableware, etc. ③, basic physical ability requirements, improve physical coordination ability, can only be obtained through practical training, do not mix with the professional knowledge of general education; physical quality, such as sitting, standing, walking, pulling, lifting and other abilities, should consider the size and duration of various abilities at the same time; physical condition, such as age, height, sex, weight, health and eyesight. ④, job responsibilities, responsibility for raw materials, processing materials, tools, equipment and property; responsibility for money or negotiable instruments; responsibility for innovation of methods such as profits or losses, savings or investment; responsibility for supervision. ⑤, working condition requirements, environment, such as temperature, ventilation, lighting, workspace, etc.; possible factor injury from work or environment; working time; work intensity.

2. Key benchmark posts are selected, and 1530 key positions are selected by the evaluation team. These positions will be typical of the job grades studied.

3. The key positions are sorted according to the compensation elements, and the ranking process of the key positions is based on the job description in the job description. Each member of the evaluation team will sort each post according to different elements, and then discuss the sequence value of each post separately.

4. Determine the wage rate of each post, and the evaluation team determines the wage level of each key post according to five salary elements, that is, giving each element a weight in determining the salary level of the post.

5. The key positions are sorted according to the work rate, and each post is sorted according to each element, but the ranking standard is the weight of each element in the salary decision.

The members of the evaluation team first rank the posts according to this, and then discuss the corresponding salary weights of each element in each key position.

6. Determine the key positions that are not easy to use according to the ranking results.

The motivation of employees includes environmental atmosphere motivation, goal motivation, example motivation, honor motivation, emotional motivation, reward and punishment motivation.

From "how to Open a successful Coffee Shop"