How to conduct salary survey?

How to conduct salary survey: Before designing the salary system, conduct a comprehensive, systematic and effective salary survey and evaluation. 1, corresponding steps: a, salary survey (how much to pay) b, job evaluation (internal fairness) c, investigation of existing problems in salary management (omitted) d, determination of total salary of enterprises (omitted) e, design of bonus model, allowance model and long-term incentive model f, formation of salary system, bonus system, welfare system and long-term incentive policy document 2, salary External equilibrium means that the salary level of enterprise employees is consistent with that of the same industry in the same region, or slightly higher than the average; Internal balance mainly means that the salary level among employees in an enterprise should be directly proportional to their work, that is, to meet the fairness of salary. 3. Analysis of external imbalance ▲ The salary level of enterprises higher than the external average is higher than the external average, which will motivate employees to work better and improve work efficiency; In addition, a higher salary level can stabilize employees and reduce employee turnover rate; At the same time, it can attract more outstanding talents to apply for joining. But if the salary level of the enterprise is too high, it will undoubtedly increase the labor cost of the enterprise. ▲ When the salary level of an enterprise below the external average level is lower than the external average level, the human resource cost of the enterprise is reduced. But it will make employees lose their enthusiasm and initiative and reduce work efficiency; In addition, low wages will increase the employee turnover rate. ▲ Corresponding Countermeasures Enterprises must be very sensitive to external equilibrium in salary management, and use external equilibrium data to purposefully adjust the salary level of enterprises in order to achieve the management purpose of enterprises. For example, enterprises urgently need a large number of talents, which can improve the salary level of enterprises and attract talents; If the enterprise is stable and has a high reputation, the wage level can be adjusted to be equal to that of the outside. 4. What is a salary survey? Salary survey is to obtain the salary level and related information of various positions in related enterprises through various normal means. Statistics and analysis of salary survey results will become an effective basis for enterprise salary management decision-making. When conducting salary survey, we should grasp the following practical principles: ▲ voluntarily obtain salary data from the surveyed enterprises. Because salary management policies and salary data are trade secrets in many enterprises, they are unwilling to let other enterprises know. Therefore, when an enterprise's human resources department conducts a salary survey, it should directly contact the other party's human resources department, or the general manager of the enterprise should contact the other party's general manager to negotiate the investigation in the spirit of mutual exchange. ▲ The survey data should be accurate. Because many enterprises are tight-lipped about the salary of their own enterprises, some salary information is likely to be heard from hearsay. This information is often incomplete, and some of it is even wrong, with poor accuracy. In addition, while obtaining the salary level of a certain position, we should also compare whether the job responsibilities of this position are exactly the same as those of this enterprise. Don't assume that the job content and work ability requirements must be the same just because the job name is the same. ▲ Survey data should be updated at any time. With the development of market economy and the perfection of human resources market, the market changes of human resources will become more and more frequent. The salary level of enterprises will also change with the benefits of enterprises and the supply and demand of human resources in the market, so the information of salary survey should be updated at any time. If you keep using the previous survey data, you are likely to make a wrong judgment. 5. Channels of salary survey ▲ Cross-check between enterprises Because China's salary survey system and services are still not perfect, the most reliable and economical salary survey channel is cross-check between enterprises. The human resources management departments of related enterprises can take the form of joint investigation and enjoy each other's salary information. This mutual investigation is a formal investigation, which is also beneficial to both sides. The survey can take various forms such as seminars and questionnaires. ▲ Entrust a professional organization to conduct an investigation. Now, some coastal cities have management consulting companies or talent service companies to provide salary surveys. The investigation of these professional organizations will reduce the workload of human resources departments and save the coordination cost between enterprises. However, it is necessary to pay a certain fee to the entrusted professional organization. ▲ From the public information, I know that some enterprises will write salary and benefits when posting job advertisements, and investigators can get this information with a little attention. In addition, the talent exchange departments in some cities will regularly publish salary reference information for some positions. The salary information of the same position is generally divided into three grades: high, medium and low. Because of its wide coverage and large salary range, it is of little reference to some enterprises. ▲ I learned from the floating staff that the candidates who came to our company through other enterprises can understand the salary status of our company. 6. Implementation steps of salary survey Generally speaking, the implementation of salary survey is divided into four steps, namely, determining the purpose of the survey, determining the scope of the survey, selecting the survey method, and sorting out and analyzing the survey data. ▲ Determine the purpose of the investigation. The human resources department should first understand the purpose of the investigation and the purpose of the investigation results, and then start to make the investigation plan. Generally speaking, the survey results can provide reference and basis for the follow-up work: the adjustment of the overall salary level, the adjustment of the salary results, the adjustment of the salary promotion policy, and the adjustment of the salary level of specific positions. ▲ Determining the scope of the investigation According to the purpose of the investigation, the scope of the investigation can be determined. The scope of investigation should mainly determine the following questions: a, which enterprises need to be investigated? B, which positions need to be inspected? C. What does this position need to investigate? D, the start and end time of the survey ▲ Choose the survey method to determine the purpose and scope of the survey, and you can choose the survey method. Generally speaking, mutual investigation between enterprises can be considered first. The human resources department of an enterprise can contact the human resources departments of related enterprises, or contact institutions such as industry associations to promote the development of salary surveys. If you can't get the support of relevant enterprises, you can consider entrusting a professional organization to conduct an investigation. The specific forms of investigation are generally questionnaires and discussions (also called interviews). If the questionnaire survey method is adopted, the questionnaire should be prepared in advance (as shown in the table). If the discussion method is adopted, an outline of the question should be drawn up in advance. ▲ collate and analyze the survey data. After the survey, the collected data should be collated and analyzed. When sorting out, we should pay attention to classifying the information of different posts and different investigation contents, and identify whether there is any wrong information during sorting out. Finally, according to the purpose of the survey, the data are analyzed in a targeted manner to form the final survey results. (Editor: Tong Tianyou)