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This issue will explain the seventh part of "Salary Management from Entry to Proficiency"-how to do a good job in external salary investigation? This book is published by Tsinghua University Publishing House.
External salary survey is to classify, summarize and analyze the market salary through various methods. By comparing with the market salary, enterprises can find out the level of enterprise salary in the market salary, and also provide basis and reference for enterprise salary decision.
The main objectives of external salary survey include: understanding the level, structure and trend of market salary, determining the position of enterprise salary in market salary, and clarifying the direction of enterprise salary adjustment.
External salary survey generally chooses the region and industry where the enterprise is located, because it is more targeted, and the target talents of the enterprise will generally flow within this range. If the enterprise is a large enterprise with a wide geographical distribution, in addition, it may be a group industry involving multiple industries and fields. For such enterprises, in principle, external salary surveys should be conducted by regions and industries. A nationwide survey or a comprehensive survey is generally difficult to be of substantial help to enterprises and can only be used as a reference.
The main contents of the external salary survey include:
1, the average wage level in this region.
2. The salary level of key positions in the same industry generally includes the lowest value, the middle value and the highest value.
3. Salary structure prevailing in the same industry.
4. Salary trends and trends.
The main methods of salary survey include:
1. Entrust a professional third party to conduct salary survey. In the field of human resource management, there are some professional organizations that provide salary surveys. Through the investigation of these professional organizations, we can get more reliable data, but generally we have to pay a certain fee.
2. Actively analyze the salary data released by some authoritative departments. The relevant administrative departments of the state will regularly release regional minimum wage data and average wage data, and enterprises can actively analyze these data and compare them with their own salaries as one of the basis for enterprise decision-making.
3. Open salary survey. Some professional organizations or non-profit organizations will organize public salary surveys, most of which are filled out by individuals voluntarily and uploaded to see the results; Or, some individuals or organizations will publicly share the results of the salary survey.
4, enterprise organization peer joint salary survey. Enterprises and enterprises in the same industry organize joint salary surveys. Each enterprise keeps its own salary confidential, but it will enjoy the salary in a joint way. All enterprises that conduct joint salary surveys will get the survey results.
5. The enterprise conducts salary survey for a certain post or specific field in other ways. For example, enterprises can understand the market salary level of a position by interviewing a large number of candidates.
Below, we take the third-party salary survey as an example to explain the main steps of external salary survey:
The first step is to determine the objectives of the external salary survey.
Before the external salary survey, the focus is to determine the work objectives of the external salary survey, which are generally divided into the following categories:
1, to understand the market salary level, structure and latest trends;
2. Clarify the positioning of enterprises in the market salary level and the deficiency of the salary system;
3. Key demand points of enterprise salary system adjustment.
The second step is to understand the main points of the external salary survey and the structure of the external salary survey report.
A typical third-party salary survey report will include: survey object/scope analysis, salary level analysis of key positions in the industry, salary structure analysis of the industry, latest salary management trend analysis and so on. Entrusting a third party to carry out investigations needs to clarify the key points of these investigations, and can also put forward more specific needs according to the actual situation of enterprises.
The third step is to select a suitable third-party external salary survey supplier.
Suppliers of external salary surveys are generally divided into three categories: professional salary service providers, human resource management-related institutions and other management-related institutions. Professional salary service providers focus on salary-related services with high concentration and strong professionalism. Human resource management related institutions, including recruitment institutions, training institutions, human resource consulting institutions, etc. Salary survey is just one of their businesses and has certain professionalism. Other management-related institutions may engage in a wider range of business, such as management consulting and training services, and human resource management is just one of them.
The fourth step is to make relevant preparations before the external salary survey.
Before entrusting a third party to conduct an external salary survey, an enterprise needs to independently collect some information related to the enterprise, such as the industry/region in which the enterprise is located, the high/medium/low salary value of typical positions in the enterprise, the salary structure of the enterprise, the number of employees in each position in the enterprise, the working years of employees in the enterprise, the enterprise welfare, the total salary of the enterprise, etc.
In addition, in addition to the above basic information, before using a third party to conduct salary survey, an important task is to determine the corresponding relationship between market benchmark positions and internal positions with the assistance of third-party suppliers. The most complicated part of this preparation is to obtain the key position information provided by the third party, and compare the position content with the position content of the enterprise, so as to obtain the position correspondence between the two parties.
The fifth step is to obtain the external salary survey report, carefully compare and analyze it with suppliers, and make clear the market positioning of salary.
The external salary survey report provided by third-party suppliers includes the analysis of interviewees' situation, typical post salary data, industry salary structure analysis, salary trend analysis and so on. Some external salary survey reports also include total salary analysis and more detailed salary level analysis combined with education/experience data. With these data, another important task is to compare the actual data of the enterprise with the salary survey data provided by the third party. The scientific premise of this comparison is the post comparison in the preparation work.
After detailed comparison, enterprises can find the position of enterprise salary in the market salary level from the comparison. General external salary surveys use 10 decile, 250 decile, 500 decile, 750 decile, 900 decile, etc. The position of enterprise salary in the market salary level is classified from low to high, and these deciles also represent the competitiveness of enterprise salary level in the market.
In addition, enterprises will also compare their salary structure and salary increase with the market level. Through these comparisons, it is easy for enterprises to find the differences between their own salary level, salary structure and even salary system and market level, and then summarize the aspects that need to be improved and improved.
The sixth step is to adjust the enterprise salary system.
After the enterprise summarizes the direction and focus of salary system adjustment, it is necessary to adjust the salary system according to the actual situation of the enterprise. This adjustment needs to be carried out according to the strategy of the enterprise and the actual situation of the enterprise. Enterprises adjust their own salary level and salary structure from the perspective of attracting, retaining and motivating talents, and comprehensively consider salary strategy and total salary control.
The above is the seventh part of this book. How to do an external salary survey? Congratulations, you have taken another step on the road of career promotion.