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.

On the weekend, Wang Qian and Zhang Danping continued to recruit newcomers, Wang Qian also found someone to tidy up the 19th floor, bought a batch of desks, chairs and computers, and arranged two trading rooms, moved the U.S. stock trading upstairs, and left a few trading rooms downstairs for the domestic market.

This time, more than 20 newcomers were recruited, and after a while, Zhang Danping was still asked to take the induction training.

After briefly talking about these two things, Chen Wei asked Zhang Danping to report to everyone about the company's salary reward system and training assessment system that she had reformulated.

After Zhang Danping made a job description, she determined the corresponding basic salary according to the responsibilities of each position.

As the company's CEO, Chen Wei's basic salary is 40,000, Zheng Junpeng's basic salary is 38,000, and Zhou Yi's basic salary is 35,000.

Originally, the three of them did not have a basic salary, and only took a performance commission, but Zhang Danping said that this was not suitable, after all, the three of them were not only doing business, but also managing the entire company, which was the salary of the position.

Chen Wei and the three of them were noncommittal about this, anyway, thirty or forty thousand yuan was completely negligible for the three of them. But since Zhang Danping has decided so, then implement it accordingly.

The basic salary of Zhang Danping, Wang Qian, and Wang Xudong is still 30,000 yuan, and the basic salary of the temporarily vacant risk control department manager, marketing manager, and R&D department manager is also tentatively set at 30,000 yuan.

In the three management departments of administration, finance and personnel, the basic salary of employees during the internship period is 4,000, and the basic salary is 6,000 after being regularized.

Employees in the risk control and R&D departments have an internship period of 5,000 and a regular 8,000.

The basic salary of the marketing department is tentatively set at 3,000, and there is no one in the marketing department now, and the specific work intensity is not easy to say, so 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 for commissions.

Regarding traders, Zhang Danping proposed a grading system that divides traders into first, second and third levels, plus a trainee trader.

Tianrun's current traders, whether they are from the U.S. stock market or the domestic side, 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 how ordinary traders can be promoted to core traders, which affects the enthusiasm of employees.

With a specific grading and promotion criteria, employees have a goal to strive for, which can also mobilize the enthusiasm of employees to a certain extent, and can also reflect the company's differentiated management.

Zhang Danping also discussed the specific grading standards with Zheng Junpeng and the others in detail for several days before they were finally determined.

It is divided according to the performance level and the length of time in the entry, for example, a trader during the internship period, for three consecutive months, with an average monthly profit of 500,000, can be promoted to a third-level trader.

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

For trainee traders, the commission is 10%, and the basic salary is 3,000.

Level 3 traders, 15% commission, basic salary 5,000.

Second-level traders, 20% commission, basic salary of 10,000 yuan.

First-level traders, the commission is 25%, and the basic salary is 20,000 yuan.

In addition, different traders, the fund authority is also different, the internship trader only has one million capital authority, the third-level trader is five million, the second-level trader is 20 million, the first-level trader is the lowest 50 million, the highest is unlimited.

With such a grading system, I believe that employees will also have a clear goal to strive for.

Regarding bonuses, they are divided into basic bonuses and festival welfare bonuses, and festival welfare bonuses are needless to say, what 38 women's bonuses, birthday bonuses, Mid-Autumn Festival and other traditional festivals will be issued.

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

The monthly bonus is five percent of the company's net income per month as a total bonus, which is then distributed according to the bonus distribution coefficient for 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 always ten for Chen Wei, nine for Zheng Junpeng, eight for Zhou Yi, and six for Wang Qian, Zhang Danping, Wang Xudong, and several other department heads.

For other logistics staff, the unified internship period is one, and after the regularization, it is two.

In addition, the leader of each trading team also has a monthly bonus and a year-end bonus, the coefficient is five, the coefficient of the deputy team leader is four, and the other traders only have a year-end bonus, the coefficient is according to the level, the internship period is one, the third level is two, the second level is three, and the first-level trader is the same as the deputy leader, all of which are four.

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

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

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

Zhang Danping extracted the key indicators of each position, as well as some auxiliary indicators, each position has almost seven or eight, these indicators have specific quantitative data, such as the cashier position of the finance department, the number of cash down payment errors per month, the number of payment delays, the number of journal errors, etc., can be clearly counted. Another example is the trading position, the number of times it is prompted by risk control, the number of times it is liquidated by risk control, the number of illegal operations, and so on.

With these key performance indicators, the performance of each employee can be clearly assessed.

The assessment results are also directly linked to salary and benefits, and even when the company implements the last elimination system in the future, it can also be based on this.

I have to say that Zhang Danping's ability is indeed very strong, after her combing, Tianrun's entire salary, performance, and assessment system has become clear all of a sudden, and it is no longer as chaotic as before.

Chen Wei, Zheng Junpeng and others unanimously approved after listening to Zhang Danping's introduction. The new salary and performance appraisal system, starting from March 1, is being implemented, and all departments are conveying the latest system as soon as possible.

After determining the salary assessment, Chen Wei told everyone about the establishment of an industry association.

This matter is still very important to Tianrun.

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

is only a small fight in the domestic market, which is not a giant predator at all.

And if you want to go out, you must have policy support.

If you want to get the policy support of the government, you must first let the government really understand this business.

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