- \n
- About the mental effort and physical: the rating is based on capacity; frequency and level of burden of work.<\/li>\n
- Thinking ability, decision-making and the level of creativity: Assessment based on analytical ability; perform and handle the work arising in the process of work.<\/li>\n
- Consequences of errors in the work: Assessment of the consequences the level of errors for the system DN; customer and how to fix it. These factors can be measured through the number of financial harm; tools and equipment. However, when the review of this criterion, we only consider the flaws are typical in every position specific job.<\/li>\n
- Work environment: Measurement based on the level of risk; toxic or influence from the outside at each work location.<\/li>\n<\/ul>\n
After you have identified the criteria for this review we will take out stairs transcripts regulations specific to each of the criteria and performance evaluation; integrated with each position, job title.<\/p>\n
Note: can be based on the start time of work to the construction of the salary in each of the salary and there should be route increases wage, wages consistent every year.<\/p>\n
P2: Pay for Person \u2013 Pay by personal power<\/h3>\n
The criteria identified, including:<\/p>\n
1. Professional competence: this is the required knowledge on professional applications, with each job titles in specific business<\/p>\n
2. Core competencies: is the best possibilities need to be in charge of this position.<\/p>\n
3. Capacity according to role: is the likely minimum required of each job position.<\/p>\n
Combined with the competitive conditions of the market; we will have the adjustment in accordance with the actual capacity that the labor was devoted. In addition, also need to have the allowances in salary as: allowance seniority; allowance superior capacity;...<\/p>\n
P3: Pay for Performance \u2013 Pay according to work performance<\/h3>\n
This method will be charged based on the work efficiency of the labor process: The goal of work -> evaluate the effectiveness of the work (completed or not completed) -> Award -> personal development -> development organization.<\/p>\n
The form of pay including:<\/p>\n
- \n
- Personal: bonuses, commissions, deductions, wage according to product, increase in wages.<\/li>\n
- Organization (group, department): reward achievement group, department, or to share the benefits gained.<\/li>\n
- All business: bonus shares, right to buy the stock or share of the profits the business.<\/li>\n<\/ul>\n
Depending on the needs and practical activities in every business that we apply the mechanism to pay different salaries. Current pay method 3P is applied in many businesses.<\/p>\n
2. The wage system 3P will suit any business?<\/h2>\n
If pay method traditional attention to qualifications or seniority; not distinguish implementation capacities and contributions of each individual, then how to calculate income on salary 3P will create fairness internal. This system will also exclude less elements sentiment; at the same time also create motivation for the employee to work effectively to get higher income.<\/p>\n
However, in fact, not business would also apply the wage system 3P are as successful as expected; even feeling unsettled.<\/p>\n
For company management system professional:<\/h3>\n
3P would be pretty good tool. Managers will evaluate the results of work of employees based on the data you have measured.<\/p>\n
For new business established:<\/h3>\n
3P will be very useful for the process of recruitment, staffing.<\/p>\n
For big business, for long life:<\/h3>\n
the application of 3P can take business into \u201cdanger\u201d. Because so many workers; managers are rate stable income and gradually increase over each year. Salary DN paid compared to the average market will typically be higher than to retain talent. When applying the wage system 3P, then their income will be turned upside down. Increase decrease in income will impact job performance, stability personnel.<\/p>\n
3. How to apply wage mechanism 3P into business success?<\/h2>\n
One of the important elements of the system of wage 3P is the rating system achievement; to perform the assessment achievement objectively; business casual done through the following steps:<\/p>\n
- \n
- Set goals of the company.<\/li>\n
- Allocate and link the goal: allocate and link target at the parts; then allocate and link target down to the individual. The end of the process this will result in plant goals business as described in the drawing below.<\/li>\n
- Set the target; only the number of reviews associated with each objective; it is accompanied by the measurement system to ensure the index is correct.<\/li>\n
- Track, monitor their implementation.<\/li>\n
- Evaluation of the results complete the objective.<\/li>\n<\/ul>\n
LV SureHCS C&B is software that supports business process automation salary calculator, track benefits, to ensure accuracy and transparency in pay income for workers. Set the wages according to each business, including base salary, overtime, allowances, 3P, bonus, deduction,... ensure compliance with the privacy policy of the enterprise.<\/p>\n
\t\t
\n\t\t\t\t\t\t\n\t\t\t\t\t\t \n\t\t\t\t\t\n\t\t\t\n\t\t\t\t\t\t\n\t\t\t\t\n\t\t\t\t\t\t\t\t\tLV SureHCS C&B<\/strong><\/span> is the solution to help businesses implement the policy benefits accurately and on time, bring satisfaction between employees and the business.\u00a0<\/p>
Software help parts C&B is the majority of the time in comparison with the timekeeping, payroll manually. Besides, LV SureHCS C&B is also equipped with additional features to manage organization structure, staff profiles, and effectively manage the work helps businesses can admin staff overall rating is the performance of labor and decisions are most suitable.<\/p>
Highlights:<\/strong><\/em><\/p>
- Statistics structure, unlimited storage more 40 types of employee information<\/strong><\/span>; Information management, reward and discipline.<\/li>
- System accurate timekeeping<\/b><\/span>\u00a0up to the minute, review, the flexible, the case of late, leaving early, forget to scan the card,...<\/em><\/li>
- Automatically aggregate payroll costs<\/b><\/span>bonus and temporary quotes, PIT finalization of monthly, year.\u00a0<\/em><\/li>
- Arrears access increases, additional adjustments, track throughout the process of SI.<\/em><\/li>
- Welfare programs, flexible with 5 types of wage feelings<\/span><\/strong>.<\/em><\/li>
- Integrated AI answered<\/strong><\/span>\u00a0welfare policies, public \u2013 wage accurate.<\/em><\/li><\/ul>
- System accurate timekeeping<\/b><\/span>\u00a0up to the minute, review, the flexible, the case of late, leaving early, forget to scan the card,...<\/em><\/li>
- Statistics structure, unlimited storage more 40 types of employee information<\/strong><\/span>; Information management, reward and discipline.<\/li>
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