What latitudes will the company consider in salary adjustment?

If your current salary level is obviously low and you haven't been given a raise for several years, the company will definitely give you a raise considering your stability.

If your salary is already high and has just been adjusted, considering the labor cost, the possibility of immediate adjustment is very, very small.

2. The market salary level of this position will generally be compared with the market salary level of the same position outside. If your annual market salary is 6,543,800 yuan, you are currently 80,000 yuan. Considering your contribution, ability and stability, it may be adjusted to 90,000 or 654.38+ 10,000.

If you currently have 1 10000, think again, unless the boss is merciful.

3. The scarcity of this position and the scarcity of recruitment cost determine the high recruitment cost. For example, some positions, such as SFDC, have never been heard of, and there are definitely few people doing this in the market, so it is definitely difficult to recruit people. Therefore, considering the scarcity and difficulty of training, when you ask for a raise, you will generally adjust it. If your position is a junior position such as administration, personnel, finance, etc., it is too substitutable and rarely considered when adjusting salary.

4. Your intention to leave is based on the premise that your ability or position is scarce. At this time, if you have a high turnover intention, the company will generally give you a raise in order to keep you. If the turnover intention is not high, in order to save costs, the possible increase will be small.

But if you are replaceable and dispensable, even if you have a high intention to leave, you will not be transferred.

When designing and positioning the salary of enterprises, it is necessary to formulate appropriate salary positioning strategies according to the position and development requirements of enterprises in the market, which are usually divided into market leading strategies, market corresponding strategies and market following strategies. The annual salary adjustment strategy should be consistent with the existing salary strategy of the enterprise to ensure the effectiveness and unity of the enterprise strategy.

When making salary adjustment policy, we should consider how to use limited resources to achieve the best salary adjustment effect, so as to enhance the competitive advantage of enterprises. Therefore, according to the business characteristics and development stage requirements of enterprises, different salary adjustment policies can be formulated for employees of different levels and different functional types based on different salary levels, and special policy inclinations can be given to talents in short supply in the market.