The Four Step Strategy Of Building Modern Salary Management System

< p > one is to establish a reasonable salary structure and to establish a fair, just and competitive salary system.

First of all, we should make a salary survey, proceed from the analysis and evaluation of enterprise posts, carry out effective salary design, establish a relatively fair salary structure inside and outside, and solve the problem of external fairness of remuneration.

The key part of the reasonable salary structure is the salary design. The managers design the salary plan suitable for the enterprise. We need to consider all kinds of factors, including: external macroeconomic, inflation, industry characteristics and industry competition, talent supply situation; the company's internal profitability and payment ability, personnel quality requirements; enterprise development stage, talent scarcity degree, recruitment difficulty, the company's market brand and comprehensive strength; personal positions, skills, qualifications and personal performance.

At the same time, we should pay attention to the rewards of the team and elite backbone, and set up team rewards in the salary structure, which can prevent the imbalance between the upper and lower levels due to the large wage gap, and promote the coordination among team members.

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< p > two is the general requirement for reasonably determining the < a href= "//www.sjfzxm.com/news/index_c.asp" > employee < /a >, forming a multi-level incentive mechanism and reasonably determining the overall remuneration of employees.

On the salary structure, we should enhance incentive factors, establish and implement multi runway and multi-level incentive mechanism.

Human beings need not only material needs, but also spiritual needs. Therefore, enterprises must apply various incentive mechanisms comprehensively.

The usual incentives include honor incentive, welfare motivation and growth motivation.

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< p > in the absence of other incentives, performance pay is the best way to meet the fairness of personal pay. Therefore, performance pay should be the main way to motivate employees.

Performance is divided into overall performance of enterprises and individual performance such as departments or individuals.

Overall performance involves business scale, sales target and profitability level.

Departmental performance involves the completion of departmental plans and the realization of responsibility goals.

Personal performance involves employees' work ability, work attitude, work performance and so on.

Among them, the overall performance plays a decisive role.

Through the performance appraisal of employees, enterprises have quantified examination data for promotion or demotion between posts, so that employees can concentrate on hard work and improve their work performance, so as to avoid doing a good job of a negative situation so that they can better play the salary of < a href= "//www.sjfzxm.com/news/index_c.asp" > incentive /a <.

At the same time, welfare should be linked to work performance.

Therefore, enterprises should set up a complete performance evaluation system, and set a long term and short term ratio of performance pay, so as to ensure that the performance pay can be targeted and achieve different incentives for employees.

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< p > three is the unity of material reward and spiritual encouragement.

At present, salary is neither a single wage nor a purely economic reward.

From the point of view of staff motivation, we can divide the salary into two categories: one is external incentive factors, such as wages, fixed allowances, social compulsory benefits, unified welfare projects within the company, etc., and the other is intrinsic incentive factors, such as staff's personal growth, challenging work, working environment, training and so on.

If external factors fail to meet employee expectations, employees will feel unsafe, morale and staff turnover will be reduced.

On the other hand, although high wages and a variety of welfare programs can attract employees to join and retain employees, they are often regarded as deserved treatment, which is difficult to motivate. Therefore, the intrinsic motivation is more important.

The needs of employees are multilevel, and different employees have different needs for work safety, family care, development potential and training opportunities.

Business operators must rethink the existing salary system and management mode, face up to the design and improve the spiritual reward beyond material reward and pay more attention to it, and make full use of human resources as the first resource of enterprises.

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< p > four is < a href= "//www.sjfzxm.com/news/index_c.asp > salary system < /a > embodies the people-oriented concept.

In the construction of a harmonious socialist society today, the idea of "people first" is the core of all our affairs. But in practice, people's respect and care are too much to be spoken, and the content of principle has not been truly implemented.

Salary management is an indirect reflection of people's views and efficiency, and management concepts are often reflected in the details of each salary decision.

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< p >, therefore, to retain talents, enterprises should not only provide employees with competitive salary, but also a good welfare.

Welfare is the sum of a series of measures and objects as compensation supplement, which is divided into two types: compulsory welfare and non compulsory welfare.

Compulsory benefits include old-age insurance, work-related injury insurance, unemployment insurance, medical insurance and so on. Non compulsory welfare is a welfare project designed by the enterprise itself, and there are often personal accident insurance, tourism, annual leave and so on.

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< p > welfare policy is an integral part of the company's overall competitive advantage strategy. In the aspect of welfare project design, enterprises can list some welfare items according to their characteristics and specific needs, such as tourism, providing public pportation or reimbursement of certain pportation expenses, housing subsidies, paid holidays, etc., and stipulate certain amount of benefits.

Use self-help to enable employees to freely choose and take their own needs to achieve a win-win situation between enterprises and employees.

In order to establish a people-oriented salary system, we must firmly grasp the general principle of combining material incentives with spiritual incentives, take material incentives as the core, pay attention to spiritual incentives, and implement effective incentives.

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