Li Zhentao: What the hell are rank, rank, salary scale and salary scale? 99% of HR actually don't know them.

As a management consultant, the author has deeply contacted dozens of companies, and almost all of them have a common feature: the salary is extremely chaotic, and the bigger the company, the more chaotic it is.

This kind of chaos is often beyond imagination.

There are many reasons and manifestations, but one of the most important reasons is one of the culprits that leads to chaos: when building the salary system, enterprises ignore the construction of the post system and fail to clearly distinguish between the salary system and the post system, and the final result is a pot of porridge.

Let me give you a few examples:

If a person, in the company, everyone calls him * * manager, then what does he mean by this manager? Is it a management position?

The same person in charge of the department, for example, there are more than a dozen designers in a design department and only two little girls in the administrative department, so what should be the difference in the salaries of the heads of these two departments?

We always talk about reflecting the value of management, but how to achieve it in terms of salary?

The head of the operation department suddenly left his job and interviewed many candidates, none of whom was particularly ideal, but only one general. Then, after taking office, how to set the salary for this newcomer?

The concepts of rank, rank, salary scale and salary scale all sound similar, but their essential meanings are completely different. It is no exaggeration to say that if the concepts of these terms are not clear, then the salary design is just doing it blindly, and it can even be said that it has planted the seeds of chaos in the salary system.

Therefore, Tao Zhen will take this as the theme today, so let's have a good talk. What the hell are these seemingly synonyms above?

Hierarchy is a concept of management reporting, that is, in your organization, a grass-roots employee has to report one thing and go through several levels (there may be multiple job audits at the same level) before he can go to the CEO.

Let's think about it, why do enterprises have hierarchies? The reason is the size of the organization.

At the beginning of the boss's business, a brother, with his daughter-in-law, sister-in-law and friends, began to work. What level is this? At first glance, the boss always has three or five guns. At this time, the efficiency is very high. Everyone knows what to shout about. But slowly, the bigger the company gets, the more money, the better. As a result, more people were recruited, and the boss slowly found himself out of control. This is normal. If you have dozens of people reporting to you, you will be too busy even if you don't eat, drink or sleep. Thus, there is authorization, that is, the boss entrusts part of his power to his wife and sister-in-law, so that they can share part of it for themselves. This is equivalent to the boss is the highest level of power, and his wife and sister-in-law are all department managers under him, taking a group of little brothers to work. By analogy, you will find that the standard of many enterprises is president → vice president → director or department manager → employee, which is basically a relatively streamlined level.

Therefore, we must understand that the so-called hierarchy refers to the concept of organizational management.

So if a person is called Manager Wang or Manager Zhang, you need to see whether his men are leading troops or unarmed. If it is a brother, he is not a management position, and his link is not a management level, but a rank.

Ok, let's introduce the concept of rank.

What rank?

Rank refers to your position in the organization! From your line of work, if you are a manager, you must be higher than the supervisor. If you are the director, your level is definitely higher than that of the manager!

Ordinary people cultivate immortality, let's get to know it!

For example, the head of a human resources department may be a director, a manager or even a deputy manager and supervisor. The boss thinks: the company's manpower is not a problem now, just find someone to do it, so why should I spend that money?

Therefore, it is possible that the head of a department is at the level of deputy manager (management position) and there are managers (non-management positions) within the department, which is completely possible and correct.

Ok, let's talk about salary scale and salary scale.

Salary scale corresponds to posts, that is, as long as different posts are in the same salary scale, their theoretical income should be the same;

The payroll corresponds to people, which means that although the positions are the same, people are different and their income may be different.

Let me draw you a picture.

Salary scale means that there are several floors in this building. Salary scale means that there are many people living on the same floor, so their final height = floor height+personal height because of their different heights.

It is estimated that some friends will be bleeding by this time, but I still don't understand, dear.

So, come to my class.

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Li Zhentao

MBA of Beijing Normal University | Pioneer of Great Communication Methodology | Senior Human Resource Consultant

Li Zhentao, who has been engaged in human resource management consulting industry for 9 years, personally led a team to run dozens of enterprises, had in-depth communication with hundreds of senior executives, answered hundreds of HR questions and interviewed thousands of managers at all levels. He has a deep understanding of HR's embarrassing role in the enterprise and desperate career planning. Therefore, in order to help HR improve its competitiveness in the workplace, a full set of courses has been developed for the knowledge and skills that HR should possess. At the same time, if you want to succeed in life, you must rely on contacts and resources to help each other.