The salary system is based on the employee's proficiency, complexity, responsibility and labor intensity, and calculated and paid according to the employee's actual labor quota, working hours or labor consumption. Below, I will share with you eight steps to optimize the salary system, hoping to help you!
Design and formulate salary strategy
The role of salary is to attract, retain and motivate talents, but what is the ultimate goal of attracting, retaining and motivating talents? Obviously, it is to realize the strategic goals and long-term planning of the enterprise. Salary strategy is the decomposition and refinement of human resource strategy and an important support of enterprise strategy.
When designing and formulating salary strategy, enterprises should make efforts to match the salary strategy from the perspective of the overall development strategy of enterprises, so as to strengthen the competitiveness of enterprises in the talent market.
For example, the cost-leading strategy requires the company's salary strategy to attract the most suitable employees with the most suitable salary, and the differentiation strategy requires the company's salary strategy to guide the cooperation between departments and reward employees' innovative behavior.
In the design of salary strategy, we should also consider the macro environment, industry environment, internal environment and development stage of enterprises. Especially for the different development stages of enterprises, corresponding compensation strategies are needed to support them.
① salary strategy in the initial stage: first, we must have strong external competitiveness in order to obtain the required outstanding talents; The second is to dilute internal fairness and guide employees' entrepreneurial enthusiasm.
(2) Salary strategy in the growth period: First, pay attention to internal fairness and gradually make enterprise salary management enter a standardized stage; The second is to emphasize the external competitiveness of salary and attract and retain senior talents.
③ Salary strategy in mature period: First, pay special attention to the internal fairness of salary, because employees pay more attention to the internal fairness of salary at this time; Second, external competitiveness is no longer particularly emphasized. At present, the salary level of enterprises has strong external competitiveness.
④ Salary strategy in recession: it should be lower than the average level of the industry, pay attention to the control of labor costs, and avoid providing excessive salary.
Determine the principles of salary management
(1) The principle of fairness is internal fairness.
The principle of fairness is the basic principle of salary management. Only when employees think that the salary is fair will they agree with the incentive of the salary.
(2) the principle of competitiveness external competitiveness.
Competition has two meanings: first, the salary level must be high enough to attract and retain employees, otherwise employees will resign. Second, if the labor cost accounts for a large proportion of the company's total cost, it will directly affect the company's product price, and the company will pass the cost on to the goods or services.
Labor costs must be controlled within the controllable range. Therefore, realizing effective salary management with characteristics, attractiveness and controllable cost is the only way to truly grasp the principle of competition.
③ Incentive principle
The salary system should have a strong incentive effect on employees. With the development of the salary system today, the single salary system is getting weaker and weaker, while the flexible and diverse salary system is getting more and more popular.
④ Flexibility principle
In different environments and different stages of development, the salary system of enterprises should be flexible, and should be adjusted timely and effectively according to the changes of market environment and the requirements of enterprises' own development.
⑤ Principle of legality
Salary management should be bound by laws and policies. For example, enterprises must abide by the provisions of the national minimum wage standard and the provisions on paying overtime wages to employees.
Conduct salary market research
When determining the salary level of employees, we should maintain a reasonable degree. It is difficult to maintain the human resources and external competitiveness needed for enterprise development with little effort, increased cost and a lot of effort. To this end, enterprises need to conduct salary surveys.
The types of salary surveys include mutual surveys among enterprises, surveys commissioned by commercial and professional consulting companies, and information surveys published by the government, relevant professional associations, newspapers and magazines.
Comparing the external salary levels of positions in specific industries, geographical regions or functional categories through salary surveys can effectively evaluate the salary structure of enterprises, avoid inappropriate salary expenditures, analyze personnel problems related to salary, promote the adjustment of enterprise salary, and evaluate the labor costs of competitors in the product market.
Establish post value sequence
The research of enterprise managers found a common phenomenon. People sometimes care more about the wage difference than the wage level, which requires that wages must follow? Fair? The basic principles of. In reality, the following problems often appear in the internal salary management of enterprises:
① There is a big pay gap in vertical positions in some departments. In some departments, the salary of superiors may be three to five times higher than that of direct subordinates.
(2) In the same position, different employees are engaged in the same or similar jobs, but the salary gap is large, sometimes nearly double.
③ There is no gap between posts with the same job level, different job responsibilities and different workload.
To solve the above problems, enterprises need to openly and transparently analyze the post value of each post, calculate and rank the post value according to scientific methods, and determine the post salary sequence according to the ranking results, so that each post and employee can understand the inherent fairness of the post value and salary system in the enterprise.
Reasonably determine the salary structure
Salary structure is each component of salary amount and its proportion in salary amount. It mainly includes: basic salary, bonus, allowance, subsidy and welfare.
① Basic salary
Basic salary is the main part of employees' income, and it is also the basis for calculating other wage income. The basic salary shows a strong rigidity, and generally it can't go up or down. Common problems in enterprises: the wages of some posts are relatively low compared with the market level, and the difference in personal income is mainly solved by overtime; The salary of the elderly in some positions is too high, which makes their salary lose its flexibility and incentive effect.
② Bonus
Bonuses are divided into performance bonuses and benefit bonuses. Performance bonus reflects employees' work performance, and benefit bonus reflects the economic benefits of the company. On the one hand, the lack of performance bonus and benefit bonus leads to the disconnection between salary and work performance and economic benefit, which makes salary lack of incentive function; On the other hand, it is putting the cart before the horse to advocate that bonuses are the main proportion and bonuses are distributed indiscriminately.
(3) Allowances and subsidies
It is a kind of compensatory labor remuneration and has certain flexibility. People are used to calling those that belong to the nature of production subsidies and those that belong to the nature of living subsidies subsidies subsidies. In the design of subsidies, we should prevent over-setting and arbitrary cancellation.
④ Welfare
Welfare is money, kind and some service forms provided by enterprises to meet the needs of employees and their families in addition to wages. Divided into statutory welfare and enterprise welfare. Statutory benefits are mandatory benefits that enterprises must provide to employees according to the requirements of government policies and regulations, such as three insurances and one gold; Enterprise welfare is a number of welfare projects designed purposefully and pertinently by enterprises according to their own characteristics.
Welfare design should pay attention to its long-term, integrity and planning. In addition, in recent years, the flexible welfare system has sprung up, and employees can list various welfare items of enterprises. Menu? Choose the benefits you need, so that employees have greater autonomy and better incentive effect.
Salary structure is the focus of enterprise salary management. Different industries, different regions, different stages of enterprise development and different employee composition often have different salary structures. Therefore, there is no fixed and unified model and combination ratio for the composition form of salary. Flexible and effective salary structure plays an important role in attracting, retaining and motivating employees. Enterprises should design the salary structure according to their own needs and actual conditions.
Scientifically determine the annual salary ratio.
Annual performance pay (seniority system) is a salary standard determined according to individual's age, length of service, education and experience. The older the enterprise, the longer the length of service and the higher the salary. Annual performance pay is a reward for employees who are loyal and recognized by enterprises, which has a positive effect on motivating and stabilizing employees, but it may also lead to huge differences in the income of different employees in the same position, resulting in two levels of wage differentiation.
Therefore, it is necessary to scientifically and reasonably determine the annual salary ratio. On the one hand, employees are encouraged to be loyal to the enterprise and share the same fate with the enterprise; On the other hand, seniority is not allowed to affect a person's salary level in salary design.
Establish a scientific and reasonable salary system
The salary system is based on the employee's proficiency, complexity, responsibility and labor intensity, and calculated and paid according to the employee's actual labor quota, working hours or labor consumption. According to different payment objects, it can be divided into post salary system, skill salary system and seniority salary system.
Under the post salary system, the amount of employee's salary income is determined by the level of the post or the responsibility of the post; Under the skill-based salary system, the level of skills and professional skills of employees determines the amount of salary income; Under the seniority-based salary system, employees' academic qualifications and working years are the key to determine their salary income.
With the development of economy, the change of market environment and the change of internal organization of enterprises, the single salary system is far from meeting the needs of enterprise development and incentive, and the salary system of enterprises has gradually appeared the trend and characteristics of diversification, performance, personalization, broadband and long-term incentive.
Establishing a scientific and reasonable salary system is a systematic project, and different salary systems should be implemented for different personnel according to the actual situation of enterprises.
Career management based on salary
In some enterprises, it is common for human resource managers to neglect the guidance of employees' career planning? Be a monk for a day and hit the bell for a day? My career is short-sighted, I only pay attention to immediate interests, lack long-term planning, only care about current salary income, and I can't see my long-term development.
Salary management is the foothold and direct motivation of career management. In the process of enterprise salary design, we should fully consider the development of employees' personal career, and make dynamic adaptive adjustment with the improvement of employees' ability, emphasizing the role of both short-term incentives and long-term incentives.
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