Request for instructions on applying for salary increase

In order to increase employees' enthusiasm for work, it is necessary to apply for a salary increase for employees, so as to retain talents.

Hello, the asking leader who applied for salary increase!

I have been working in XXX since graduation, and it's already over half of the XXX year. After careful consideration, I hereby ask you for a salary increase for the following reasons:

1. At present, my work contents include: business documentary assistant, external accessories operator, and assisting office back office work. As an assistant merchandiser, where do I need to go? I help another one when I am busy. Many work contents have caused my current working status: I am not free when the salesman is free, but I am more busy when the salesman is busy.

2. XXX Shenzhen office is one of the large-scale foreign-invested Shenzhen offices, but so far my salary is XXX (more than XXX after tax), which is far lower than the average monthly salary in Shenzhen. There are fewer and fewer foreign orders that can bring me extra income, and the average monthly commission this year can only reach XXX/month. Together, the two are still lower than the average monthly salary in Shenzhen.

3. Take the salary level of XXX employees as a parallel reference, and the comparison results are as follows: I am engaged in more work with the same salary; Or the same job content, but I get a low salary.

Based on the above actual situation, I urge the leaders to inspect and agree to give me a salary increase.

Here's to

Salute

Ask for instructions on applying for salary increase

Company leaders:

Based on the people-oriented management concept, in order to fully mobilize the work enthusiasm of the new employees in the institution and make better contributions to the development of the enterprise. In view of the fact that the current salary of new employees is low and does not meet the needs of enterprise development, we hereby request to adjust the current salary standard of new employees in the company.

1. Reasons for adjustment

1. At present, there are more than 4 jobs (jobs) and 2 salary standards among the employees of the labor dispatch system in the government. Among them, 18 kinds of wages are between 12-22 yuan (before tax), and the actual income is between 93-18 yuan (excluding insurance, housing accumulation fund and individual tax paid by individuals). Comparing these 2 wage standards with the 2XX wage guidance price in Zhengzhou labor market, the gap between them and the same position or similar position in the wage guidance price is too large.

2. According to the statistical bulletin on national economic and social development of Zhengzhou in 21 issued by Zhengzhou Municipal Bureau of Statistics in March, 211, it is known that after preliminary accounting, the annual GDP increased by 13.% over the previous year; The average wage of urban workers in the city increased by 9.9% over the previous year; Per capita consumption expenditure actually increased by 15.% over the previous year; The consumer price of urban residents increased by 3% compared with last year; In addition, according to the increase ratio of enterprise wage guideline issued by Henan Provincial Department of Human Resources and Social Labor and Social Security and the monthly minimum standard of 2XX in Zhengzhou City, the increase rate is 23%.

3. According to the actual situation of new employees, there are many factors, such as the increase of employee's resignation rate, the difficulty in recruiting and the difficulty in management.

Second, the principle of adjustment

1. The principle of giving consideration to the interests of both enterprises and new employees;

2, the principle of basic balance with the same position in the same industry;

3. Fully embody the principle that people do their best and get paid according to their work;

4. Optimize the principle of setting posts, so as to be able to set posts, set responsibilities by posts, and set salaries by posts;

5. The principle of easy operation and execution.

Third, suggestions for adjustment

1. It is suggested that the salary of new employees be increased by 3 yuan/month.

IV. Supplementary Provisions

1. Post changes

① Promotion and demotion of personnel; (2) promotion and demotion after post performance appraisal; (3) the new employees become full members.

all employees should make corresponding changes to their salary standards according to their performance during the probation period and changes in their actual posts after objective assessment.

2. Organize an annual internal collective appraisal of new employees' post grades, so as to promote and demote the superior and fully motivate the employees' work enthusiasm.

no, please give instructions.

Request for instructions on applying for salary increase

Dear company leader:

Since its establishment, the company has worked hard and developed steadily, and has gradually become an enterprise integrating real estate development and construction. In order to implement the people-oriented management concept, fully mobilize the enthusiasm of the staff and make better contributions to building a century-old golden armor. In view of the low salary of existing individual employees, it is impossible to recruit suitable personnel, and the company's current projects are being launched one after another, and the lack of personnel greatly limits the progress of the projects. Based on the current situation, I hereby apply for salary adjustment for some employees of our company. The details are as follows:

1. Reasons for adjustment

1. At the initial stage, the company formulated the salary of some employees in the project department for the training of fresh graduates. However, because there are many projects now, the training purpose cannot be achieved, so the recruitment is generally aimed at people with certain work experience. As a result, the obvious ability to work does not match the salary.

2. In recent five years, the wage standard of real estate construction companies has been rising. Generally, the prices in the market have risen. However, some employees in our company only have a probation period of 1,5 yuan, and they have become full members of 1,8 yuan, which is obviously far from the salary in the industry.

3. The low wage standard has seriously affected the stability of the workforce.

4. At present, the project of our company is only aimed at management. Next, our company will construct it by itself.

Second, the principle of adjustment

1. The principle of giving consideration to the interests of both enterprises and employees;

2. Fully embody the principle that people do their best and get paid according to their work;

3. Optimize the principle of setting posts, so as to be able to set posts, set responsibilities by posts, and set salaries by posts;

4. The principle of easy operation and execution.

Third, methods and standards of adjustment

1. The current market price of librarians is 5,-7, yuan (with more than 5 years' experience), the salary of interns should be 1,8-2,5 yuan, and the salary of the talents we need should be 2 years or more.

2. At present, the market salary of the cost engineer is between 5, and 8, yuan (with more than 5 years' experience), and the salary of the intern should be between 1,8 and 2,5 yuan. The salary standard of the talents we need should be between 3, and 4, yuan.

these employees are the core technical backbone of the company, and they can fully grasp the economic and technical visas. if our company cannot guarantee the market salary, such employees will be lost after the probation period expires, which will have a great impact on the company.

in order to better and efficiently complete the tasks assigned by the company leaders, the engineering department hereby applies for adjustment in order to reduce the job-hopping of high-quality employees, and asks the company leaders for approval!

application department: engineering department.