2024年4月23日发(作者：mate40pro翻新机)

Human Resource Policy

人力资源政策

Subject:

Annual Salary Review

标题：年度薪资审查

Section No: HCN-IDM-HR013-8.0

文档号：HCN-IDM-HR013-8.0

1.

POLICY政策

Page 1 of 5

第 1 页，共 5 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:

2008-03-20

改版发行日期：

It is the Hagemeyer China’s policy to ensure that Employee salaries are reviewed

annually in accordance with Company guidelines.

海格曼中国的该政策是确保员工的薪资能按照公司方针进行年度审查。

2. DEFINITIONS定义

2.1 Annual Salary Review 年度薪资审查

The process of annual reviewing salary

年度薪资审查程序。

2.2 Salary Band 薪资等级

The salary range set for a role and includes a median and an upper and lower

limit.

薪资等级的设定与员工的职位相关，包括中级薪资、高级薪资和最低薪资。

3. PURPOSE目的

The purpose of the Annual Salary Review Policy is to:

年度薪资审查政策的目的是：

• Ensure that salaries are reviewed in accordance with Company guidelines and in

a timely and consistent manner.

确保根据公司方针对薪资采取及时、一致的方式进行年度审查。

Ensure that an Employee’s salary is consistent with their performance.

确保员工的薪资与他们的业绩相符。

•

4. SCOPE适用范围

This policy applies to all divisions within Hagemeyer Commerce and Trade (Shanghai)

Co., Ltd.

该政策适用于海格曼商贸（上海）有限公司的所有部门。

5.

RESPONSIBILITIES工作职责

Responsibility for review and update of this procedure on an annual basis lies with the

General Manager.

总经理负责该程序的年度审查和更新。

Document printed on 5/01/2009

Uncontrolled when printed

Human Resource Policy

人力资源政策

Subject:

Annual Salary Review

标题：年度薪资审查

Section No: HCN-IDM-HR013-8.0

文档号：HCN-IDM-HR013-8.0

5.1

Page 2 of 5

第 2 页，共 5 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:

2008-03-20

改版发行日期：

It is the Manager’s responsibility to: 经理的工作职责是：

• Formally review their Employee’s performance using the performance

management system.

通过使用绩效管理系统正式审查员工的业绩。

Recommend increases consistent with the outcome of the annual

performance appraisal and Company guidelines.

在符合年度业绩评估结果和公司方针的前提下，推荐为员工增加工资。

Complete the salary worksheets.

完成薪资工作表。

Advise Employees of salary increases.

建议为员工加薪。

Provide input into salary bands.

输入薪资等级。

•

•

•

•

5.2 It is the next level Manager’s responsibility to: 上一级经理的工作职责是：

•

•

Endorse salary recommendations.

为薪资建议签名确认。

Provide input into salary bands.

输入薪资等级。

5.3

It is Human Resources’ responsibility to: 人力资源部的工作职责是：

• Establish salary bands and review in conjunction with Managers on a six

monthly basis.

在六个月内配合经理建立和审查薪资等级。

Ensure Company guidelines have been upheld.

确保公司方针已得到支持。

Issue salary worksheets.

发出薪资工作表。

Prepare salary increase letters.

准备加薪信函。

•

•

•

6. GUIDELINES方针

6.1 Company Guidelines 公司方针

These include: 该方针包括：

• Completing the annual performance appraisal process before the annual

salary review process.

在年度薪资审查程序完成之前，结束年度业绩评估程序。

Document printed on 5/01/2009

Uncontrolled when printed

Human Resource Policy

人力资源政策

Subject:

Annual Salary Review

标题：年度薪资审查

Section No: HCN-IDM-HR013-8.0

文档号：HCN-IDM-HR013-8.0

•

Page 3 of 5

第 3 页，共 5 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:

2008-03-20

改版发行日期：

•

•

Ensuring the total cost of the business does not exceed the budget for

the annual salary review process. This budget is typically expressed as

a percentage of the total wages bill and the limit is set by the General

Manager based on directives from Hagemeyer, the Company’s

performance and the consumer price index.

确保业务总成本不超过年度薪资审查程序的预算。这一预算通常以全部薪资单的百

分比来表示，并在海格曼的指令、公司业绩和消费者物价指数（CPI）的基础上，由

总经理设置限制。

Ensuring Managers propose increases consistent with the salary bands

and don’t create anomalies.

确保经理提议的薪资增长符合薪资等级，不会产生异常情况。

All increases are signed off by the General Manager.

所有薪资增长都要由总经理来签署。

6.2

Paperwork 文书工作

Human Resources provide Line Managers with salary worksheets for the

annual salary review process. Each worksheet provides details on their

Employees including their current salary and a blank column for the proposed

change. Adhoc salary reviews should be submitted to F&A on a Personal

Change Form.

为了年度薪资审查程序得以顺利进行，人力资源部应向直线经理提供薪资工作表。每个工

作表提供了关于其员工的详细信息，包括他们目前的薪资和一个用于填写变更意见的空白

栏。临时性薪资审查应当以个人变更表的形式提交至财务行政部(F&A)。

6.3 Using Salary Bands使用薪资等级

Salary bands are confidential and should not be disclosed to

Employees.

薪资等级必须保密，不可披露给员工。

They should help Managers to determine a starting salary for prospective

Employees and a new salary for existing Employees.

薪资等级可帮助经理为未来的员工确定初始薪资，并为现有员工确定新的薪资。

In general, they should be used as follows:

总的来说，他们应该按照如下标准执行：

• Employees with minimal skills and experience should be paid at the

lower end of the salary range.

对技能和经验欠缺的员工应支付低等薪资。

Competent Employees should be paid the median.

有能力的员工应支付中等薪资。

Employees with extensive skills and experience should be paid at the

upper end of the range.

对具有广泛技能和经验的员工应支付高等薪资

。

•

•

Document printed on 5/01/2009

Uncontrolled when printed

Human Resource Policy

人力资源政策

Subject:

Annual Salary Review

标题：年度薪资审查

Section No: HCN-IDM-HR013-8.0

文档号：HCN-IDM-HR013-8.0

Page 4 of 5

第 4 页，共 5 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:

2008-03-20

改版发行日期：

Salary bands are reviewed on a six monthly basis to ensure they remain

competitive and enable the Company to retain good performers.

薪资等级的审查每 6个月就要进行一次，以确保该等级保持竞争力，能够帮助公司保持良

好业绩。

All Senior Managers have information on the salary bands that relate to their

part of the business.

所有高级经理均掌握涉及其部分业务的薪资等级的信息。

6.4 Adhoc Salary Reviews 临时性薪资审查

This may occur if:

其可能在下列情况发生：

• An Employee assumes a new role before or after the annual salary

review process.

员工在年度薪资审查程序之前或之后担任了新职务。

An Employee’s performance warrants an increase.

员工的绩效保证了工资的增长。

•

In these instances, Managers must ensure their proposal is consistent with

the salary bands and is signed off by their respective General Manager。

在这些情况下，经理必须确保他们的建议符合薪资等级，且由他们各自的总经理签名。

6.5 Other Associated Benefits其他相关的福利

When salaries are reviewed, there is a flow on effect for Employees who are

accumulation members in the Company’s superannuation fund. In these

instances, the Company’s contributions increase whenever the Employee’s

annual salary increases.

审查薪资时，对作为该公司退休金计划的累积成员的员工所产生的影响有一个流程。在这

些情况下，公司退休金应随着员工年薪的增长而增加。

In accordance with legislation, the Company contributes 9% of the

Employee’s annual salary into the Company’s superannuation scheme.

根据相关法律，公司应将员工年薪的9% 投入到该公司的退休金计划。

Document printed on 5/01/2009

Uncontrolled when printed

Human Resource Policy

人力资源政策

Subject:

Annual Salary Review

标题：年度薪资审查

Section No: HCN-IDM-HR013-8.0

文档号：HCN-IDM-HR013-8.0

7.

REFERENCES参考资料

•

•

•

•

Salary Bands

薪资等级

Salary Worksheets

薪资工作表

Employee Information Form (HCN-IDT-HR006)

员工信息表(HCN-IDT-HR006)

Performance Management System

绩效管理系统

Page 5 of 5

第 5 页，共 5 页

Prepared by:

Crystal Zhou

撰写人：

Authorized by:

Thomas Sattes

授权人：

Revision Date:

更新日期：

2009-01-01

Replaces Issue Dated:

2008-03-20

改版发行日期：

Document printed on 5/01/2009

Uncontrolled when printed