Chapter 447

When he came to the company in the morning, Chen Wei convened several leaders for a weekly meeting.

There's a lot going on today.

At the weekend, Wang Qian and Zhang Danping continued to recruit new people. Wang Qian also found someone to tidy up the 19th floor, bought a batch of office desks, chairs and computers, and arranged two trading rooms to move the US stock trading upstairs. All the trading rooms downstairs were left to the domestic market.

More than 20 new recruits were recruited this time. After the meeting, Zhang Danping was still asked to take the induction training with her.

After briefly talking about these two things, Chen Wei asked Zhang Danping to report her newly formulated company salary reward system and training assessment system.

After completing the job description, Zhang Danping determined the corresponding basic salary according to the responsibilities of each post.

As the general manager of the company, Chen Wei's basic salary is 40000, Zheng Junpeng's basic salary is 38000 and Zhou Yi's basic salary is 35000.

Originally, the three of them had no basic salary and only took a performance commission, but Zhang Danping said that this was inappropriate. After all, the three of them managed the whole company in addition to making an offer. This is the job salary.

Chen Wei and the three of them are noncommittal. Anyway, thirty or forty thousand yuan is completely negligible for the three of them. But since Zhang Danping has made such a decision, it should be carried out according to it.

The basic salary of Zhang Danping, Wang Qian and Wang Xudong is still 30000. In addition, the basic salary of the temporarily vacant manager of risk control department, marketing department and R & D department is also tentatively 30000.

The basic salary of employees in the three management departments of administration, finance and personnel is 4000 during the internship period and 6000 after becoming a regular employee.

Employees in risk control and R & D departments have 5000 internships and 8000 regular jobs.

The basic salary of the marketing department is tentatively set at 3000. There is no one in the marketing department, and the specific work intensity is hard to say. There is no way to determine the salary.

The nature of the work of the marketing department determines that the basic salary will not be too high, mainly taking a commission.

As for traders, Zhang Danping proposed a grading system, which divides traders into one, two or three levels, plus a trainee trader.

Tianrun's current traders, whether in US stocks or in China, do not have a clear classification, that is, they are simply divided into core traders and ordinary traders.

Moreover, there is no specific standard for ordinary traders to promote core traders, which greatly affects the enthusiasm of employees.

With a specific grading and promotion standard, employees will have a goal to strive for, mobilize employees' enthusiasm to a certain extent, and reflect the company's differentiated management.

Zhang Danping and Zheng Junpeng discussed the specific grading standards in detail for several days and finally determined them.

It is divided according to the performance level and the length of employment. For example, if the trainee trader has achieved an average monthly profit of 500000 for three consecutive months, he can be promoted to level 3 trader.

Different levels of traders have different commission standards and basic wages.

As a trainee trader, the Commission is 10% and the basic salary is 3000.

For Level 3 traders, 15% commission and 5000 basic salary.

Secondary traders, 20% commission and 10000 basic salary.

A first-class trader, with a commission of 25% and a basic salary of 20000.

In addition, different traders have different capital authority. During the internship period, traders have only one million capital authority, five million for Level 3 traders, 20 million for Level 2 traders, and 50 million for level 1 traders at the minimum and unlimited at the maximum.

With such a grading system, I believe employees will also have a clear goal.

As for the bonus, it is divided into basic bonus and Festival welfare bonus. Needless to say, the Festival welfare bonus will be distributed in traditional festivals such as March 8 women's bonus, birthday bonus, Mid Autumn Festival and Spring Festival.

The basic bonus is mainly set up for these non trading positions of the company, which is divided into monthly bonus and year-end bonus.

The monthly bonus is 5% of the company's net income every month as the total bonus, which is then distributed according to the bonus distribution coefficient of each employee.

The year-end bonus is 5% of the company's annual income as the total bonus, which is also distributed according to the bonus distribution coefficient.

The specific distribution coefficient is 10 for the boss Chen Wei, 9 for Zheng Junpeng, 8 for Zhou Yi, and 6 for Wang Qian, Zhang Danping, Wang Xudong and several other department heads.

Other logistics employees have a unified internship period of one and two after becoming regular.

In addition, the team leaders of each trading team also have monthly bonus and year-end bonus, with a coefficient of five and a coefficient of four for the deputy team leader. Other traders only have year-end bonus, and the coefficient comes according to the level. The internship period is one, level three is two, level two is three, and level one traders, like the deputy team leader, are four.

In addition to the basic salary and welfare bonus, there are also various subsidies, such as meal allowance, length of service, full attendance, housing allowance, transportation allowance, etc., which also have detailed standards.

The whole salary and welfare system is almost perfect. In the future, it only needs to be slightly modified according to the actual situation within the framework of this system.

After introducing the salary and welfare system, Zhang Danping introduced the training and assessment system.

Zhang Danping extracted the key indicators of each post and some auxiliary indicators. There are almost seven or eight indicators for each post. These indicators have specific quantitative data, such as the cashier post of the finance department, the number of cash down payment errors, collection and payment delays, journal errors and so on, which can be clearly counted. Another example is the number of times that trading posts are prompted by risk control, forced leveling by risk control, illegal operations, etc. every month.

With these key post performance indicators, we can clearly assess the performance of each employee.

The assessment result is also directly linked to the salary and welfare. Even when the company implements the last elimination system in the future, it can be adjusted according to this.

It has to be said that Zhang Danping's ability is indeed very strong. After her combing, Tianrun's whole salary, performance and appraisal system has suddenly become clear and is no longer as chaotic as before.

Chen Wei, Zheng Junpeng and others passed unanimously after hearing the introduction of Zhang Danping. The new salary performance appraisal system has been implemented since March 1. All departments will convey the latest system as soon as possible.

After determining the salary assessment, Chen Wei told you about the establishment of industry associations.

This matter is still very important to Tianrun.

If Tianrun wants to be bigger and stronger and truly become the top international capital giant, it must go out.

Only small and medium-sized enterprises make trouble in the domestic market, which is not a giant at all.

To go out, we must have policy support.

To get the government's policy support, we must first let the government really understand this industry.

Trade associations are the best channel for the government to understand this industry.