1. Calculate resources for salary adjustment.
Enterprises should first take stock of the resources that can be used for salary adjustment. If the profit is sufficient, and the profit in the coming year is optimistic, and the ability to pay is strong, it can support a large-scale and wide-ranging salary adjustment. Otherwise, the salary adjustment budget should be strictly controlled.
2. Define the object of salary adjustment
There should be a clear incentive policy for all employees to participate in salary adjustment or partial adjustment. Otherwise, the people who adjust should feel that they should be adjusted, and don't feel that the company treats its own people badly.
3. Determine the amount of salary adjustment
Pay less if the salary level is higher than the market level, pay more if the salary level is lower than the market average level, and pay more for the core positions, so as to avoid equalitarianism and have their own salary competition strategy to maintain the overall competitiveness of enterprise salary.
4. Announce the salary adjustment rules
The results of salary adjustment and its detailed rules for implementation should be publicly announced, so as to encourage the advanced and spur the backward, and it is not allowed to adjust and conceal it privately, so that salary adjustment as the most powerful incentive tool will lose its value.