As we all know, this "salary" refers not only to the salary level, but also to the salary management system outside the salary level and salary structure. Naturally, business operators are also confused when solving the salary problem of employees: the cost of employing people in enterprises is increasing day by day, but employees seem to be dissatisfied all the time. They care about wage income, but they don't care about the quality of enterprise income. For example, how effective the employee's salary is, how appropriate the salary increase is, and who is fair and just. , always in the hearts of managers.
In fact, enterprises should follow the following four standards when formulating salary rules and regulations and salary structure.
First, the salary should be consistent with the strategy. It doesn't mean that the wages paid by enterprises to employees are necessarily high, although it is also very important. More importantly, the salary structure should be scientific and standardized, and the most important thing is to conform to the development strategy of the enterprise. What kind of salary should employees be paid for the precise positioning of enterprises? If the enterprise is still in the stage of rapid development, it is urgent to solve the problem of improving sales performance, and employees should be motivated by high bonuses, which should be paid on time; If the market positioning of the enterprise is the leader in the field, the salary obtained should be the first-class level in the field. If it is lower than this standard, the development strategy cannot be completed.
It must be paid special attention to that after employees have worked in the enterprise for a period of time, the salary regulations will also be improved. If employees only improve their qualifications, but not their abilities, it will be complicated. Therefore, enterprises need to continue to care about employees' work performance, assist them in making work career plans, and give reasonable study and training, so that employees' abilities can be continuously improved in their work, thus achieving a mutually beneficial situation.
Second, the salary should reflect the use value of employees. First of all, enterprises should fully understand the market salary level, cooperate with consulting institutions to conduct salary research, and adjust their salary level according to the research report. Secondly, after formulating the enterprise salary rules and regulations, it is necessary to consider the salary differences between different positions and different employees in the enterprise to reduce the unreasonable salary caused by employee preferences. Every time employees are adjusted, they also need to consider the vertical and vertical salary levels. Third, the salary should be consistent with the employees' ability and dedication, and the ability salary and performance appraisal salary should be set to make the difference between doing and not doing, and there are also differences between doing well and doing badly.
Third, the salary should maintain a stable balance. We must create a stable and balanced enterprise economic benefit and employee profit system. Enterprises can integrate their own historical records and build a relatively fair calculation entity model for the dynamic promotion of employee compensation according to the comprehensive weight calculation of multi-level index values. According to the human efficiency index value tracked on time, the information correlation between the economic benefits of the enterprise and the employee tax system can be established, so as to ensure that the improvement of the internal operation efficiency of the enterprise and the rise of the external human resources market price can be transmitted to the employee income distribution principle on time.
Fourth, the salary should meet the expectations of employees. Salary is not everything, but a competitive salary can definitely retain outstanding talents. Therefore, the salary design scheme of an enterprise should not only be fair and reasonable internally, but also ensure strong competition in the external market. It is tempting to join and stay with outstanding talents. At the same time, the salary should be formulated in a variety of ways, and the development of mobility is suitable for preparation, which not only motivates employees, but also strengthens their comfort at work. Only when employees have a sense of belonging can they do their best to put their potential into their work and ensure that they seek their own government in their own position.