The work of employees has created value for the company to varying degrees. As a company, there must be a standard to measure the value creation form and value, so as to provide an accurate basis for value distribution. The salary system is the core form of value distribution. In the past 10 years since the establishment of Rifa Holding Group, the company has developed rapidly, with larger and larger scales and more standardized management. After so many years of exploration and practice, the salary management system has become more and more perfect. Rifa's salary system has undergone two major revisions and improvements. In 2000, the "Rifa Salary Manual" was promulgated and implemented, and a substantial adjustment was made to the salary system. Through this adjustment, the group's non-fixed personnel began to implement the salary system of the target annual salary system. After more than two years of practice, some systems have gradually revealed that they are difficult to suit the company's development. Therefore, the group will make substantial revisions to the remuneration system. This revision and improvement has issued and implemented the most basic "Rifa Holding Group Salary Management System" with the President's Order No. 8, 2003, and revised the "Rifa Holding Group Profit Center Senior Manager Salary Policy". A series of remuneration policies will be revised. The revised salary management system follows the three principles of efficiency first, fairness and sustainable development. The total salary budget, position, organization and employees, employee position, job target annual salary, performance appraisal, salary calculation, salary budget Provisions were made in eight aspects including implementation. The description of positions and positions, and the form of target annual salary payment have been revised compared to the previous ones; at the same time, the classification of white-collar and blue-collar workers has appeared; the salary of managers has also changed from before, which increases the sharing of benefits and risks. . Positions are subdivisions of occupations with the same or similar knowledge and skills requirements in various operating procedures. There are only categories for posts, regardless of level. A position is a level set to distinguish the functions and technical skills that the same and similar occupations and positions should have. Correspondingly, the previous evaluation of the match between personnel and position has been transformed into the current evaluation of match between personnel and position. In terms of salary payment, the original quarterly performance salary was cancelled, and it was only divided into monthly salary and annual salary. The remuneration system through this substantial revision will surely be more complete, fair and just, and will also be more adapted to the company’s development requirements, laying the foundation for the company’s rapid and healthy development.