SALARYADMINISTRATIONGUIDE外企工资管理指南VIP免费

Side 1 av 8 EHR-CHN-30301 HR POLICIES & PROCEDURES C:\iknow\docshare\data\cur_work\20857399.doc-W用 2022-04-25 22:56 Verified by : ABA Date: 2006-01-01 Issue : 1 Approved by : NHU Date: 2006-01-01 Revison : Responsible Dep.: HR China Issue/Rev. date : 2006-01-01 SALARY ADMINISTRATION GUIDELINES 薪资管理指导政策 1. SCOPE 范围 These salary administration guides apply to all Chinese local employees who are employed by Elopak (Suzhou) Co., Ltd. (‘’ELOPAK SUZHOU” or the “ Company” ) with the exception of temporary employees and employees reporting to another subsidiary in the group. 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 It is the policy of the Company to administer salaries on an equitable basis responsive to the performance level of the employee and competitive with salaries paid by other organizations in the industry. This policy provides a tool: 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： ▪ To attract, retain and motivate employees of the caliber necessary to achieve the Company’s objectives; 吸引、保留和激励有才干的员工以达到公司的目标 ▪ To provide a consistent basis for establishing and deliver pay； 为建立和支付薪资提供一个可靠的基础 ▪ To evaluate each job based on its responsibilities; 根据职责评估每个工作 ▪ To relate compensation to performance as objectively and consistently as possible. 客观、持续地将薪酬与绩效挂钩 ▪ To help management to communicate pay policy 帮助管理部门沟通薪资政策 3. COMPENSATION STRATEGY 公司的薪酬策略 ELOPAK SUZHOU compensation strategy is built on the following principles: 公司的薪酬策略建基于以下四项原则： ▪ Legal defensible, understandable and eas...