Interpretation Of The Problems Of Salary Management In Enterprises

< p > reasonable and effective < a href= "//www.sjfzxm.com/news/index_c.asp > salary system < /a > can not only stimulate the enthusiasm and initiative of employees, but also urge employees to strive to achieve enterprise goals and improve enterprise efficiency, and can attract and retain a good quality and competitive workforce under the increasingly competitive knowledge economy.

< /p >

< p > however, with the continuous changes of the market environment and the continuous adjustment of the industrial structure, the salary management system of enterprises generally has such disadvantages as lack of incentive function, lack of restraint, equalitarianism and irregular distribution behavior.

< /p >

< p > from the two angles of history and reality, this paper analyzes the characteristics of the salary management of enterprises, and the problems existing in the current salary management mainly lie in: < /p >

< p > 1. < a href= "//www.sjfzxm.com/news/index_c.asp" > salary design < /a > is unscientific, the survey data lacks real reliability, and there is no scientific position evaluation system.

There is no systematic job sequence within the enterprise, and there is no basis for fair pay.

< /p >

< p > 2. bonus award and welfare insurance plan lacks flexibility, and it can not motivate, and become a fixed additional salary, which has nothing to do with personal performance.

< /p >

< p > 3. total salary < a href= "//www.sjfzxm.com/news/index_c.asp" > management mechanism < /a > unreasonable, salary growth has strong rigidity.

In particular, the basic salary is basically linked to qualifications, and can only be increased or not, resulting in the contradiction between the total salary gap and the affordability of costs.

< /p >

< p > 4. pay as labor price, and the average level of labor market is quite different.

Employees who engage in simple labor are more remuneration than those in the labor market. The wages of employees engaged in complex labor are lower than those of the labor market, and the average salary tendency of enterprises is obvious.

< /p >

< p > aiming at the problems existing in the salary management, it is the most important part of the current enterprise salary management to set up the salary distribution mechanism that is suitable for the modern enterprise system and follows the market rules.

Therefore, in order to promote the long-term development of enterprises, most enterprises tend to choose broadband salary system in salary management.

< /p >

< p > these problems reflect that the current salary system of most enterprises has not fundamentally broken through the bondage of the traditional planned economy mode of thinking, to a large extent, is a kind of qualification wage system, which lacks effective incentives to excellent talents who are conducive to forming the core competitiveness of enterprises, and also restricts the rational flow of employees.

< /p >