1, firmly grasp the surrounding enterprises.
As the human resources department of small and medium-sized enterprises, they often participate in on-site recruitment, industry exchanges, labor department meetings and even social activities with surrounding enterprises organized by local organizations. Through these activities, they can learn a lot about salary level from recruitment brochures, employees' mouths and usual chats. After collecting these, you can sort them by department and post.
In fact, the external competitiveness of salary mainly refers to the specific and better salary of an enterprise in the same position compared with other local enterprises, whether in the same industry or in different industries, but compared with enterprises in other different regions, there is no clear comparison, and company leaders or ordinary employees will not care too much, nor will they care too much.
2. Bonuses and benefits should also be investigated.
The salary covers a wide range, including salary, bonus, welfare, holidays, double holidays or single holidays, holiday gifts, red envelopes, year-end bonus, five insurances and one fund (including the purchase base), telephone charges, commuting expenses, accommodation fees, solatium for weddings and funerals, mutual assistance among employees, union fees, training fees, confidentiality fees, compensation for non-competition, annual physical examination standards, family welfare and clothing. Only in this way can we have substantial comparability with each other and provide detailed and comprehensive information for the company's salary formulation.
3. Appropriate reference to relevant government data.
In the local labor department, the salary guidance price of relevant positions is publicized every day, which is divided into three grades: high school, low school, middle school and low school. However, after careful investigation and verification, its authenticity needs to be studied, and the data is usually six months ago. So it is self-evident how high its reference value is.
4. Be good at mobilizing the enthusiasm of company employees.
Although the number of small and medium-sized enterprises is small, if we dig carefully, maybe they come from all parts of the motherland, maybe they have served different industries, and maybe there are old employees of neighboring enterprises. What a huge crowd it would be if their relatives, friends and classmates were added to their hometown. That is to say, if they fully understand the salary situation of some positions in local or foreign countries, they should have certain credibility, although they are not from authority, but with the friendship and trust between colleagues.
5. Must know the minimum standards.
Every year, the government will announce the minimum wage standard for that year, the base and proportion of social security purchases will be updated in time, and the housing provident fund will be relatively fixed. All these should be understood and notified to the company leaders and employees at the first time. These legal red lines must be strictly observed when formulating the salary management system.
6. Wage data in other places are hard to come by.
No matter how high the salary is, it is not as high as the north and the south; No matter how low the salary is, it is lower than that in ethnic minority areas. This kind of salary is beyond the reach of most enterprises. In my opinion, there is no need to lose confidence if you climb high, and there is no need to be complacent if you feel inferior. Keep an eye on the place and strive to achieve the upper-middle level.
7. Looking back, the profit is real.
All human resources departments want to set a competitive salary level in the local area, so that they have certain advantages in the process of recruiting and retaining people, and their personnel work is relatively easy.
However, the profitability of an enterprise is the most important factor that determines the salary level of the company. As the saying goes, "There is a bowl in the pot to eat", it is best to refer to the company's salary level in previous years and this year's profit forecast, and don't raise or lower the salary level by leaps and bounds unless the company expects a big change.
In addition, salary design should be given priority and focus in enterprises, that is to say, fair treatment is the most unfair performance.