How does the human resource manager control the total salary?

First, we should have in-depth communication with the boss to understand the actual purpose of controlling the total wages; Is it total salary control? Or is it part of the total wage control? Or does the salary combination need to be adjusted? Even, the boss is not satisfied with the means of labor cost control or the actual human resources work? Many times, blindly designing relevant schemes without knowing the boss's real intention may not achieve real results, but also reflects the working ability of human resource managers.

Second, if you know the real intention of the boss, it is easy to formulate and implement relevant measures. Intention 1: total compensation control

Where: R is the growth rate of total wages, which is generally determined according to the consumer price index (CPI).

? 、? 、? It is the weight of the influence of the completion of three plans on the total salary, and the sum of the three plans is 1.

Profit is the total profit before tax, and expenses refer to the company's management expenses, operating expenses, financial expenses and labor expenses, excluding production costs.

Advantages: On the basis of maintaining stability, the total salary will be linked with sales revenue, profit completion and cost saving, which will help motivate employees to care about the overall operating conditions of the company. Disadvantages: ensuring a certain increase in total wages will increase the burden on the company. The coefficients and weights are not easy to determine. In other words, if the total salary is controlled, it is necessary to analyze the company's management expenses, operating expenses, financial expenses, labor costs and other data. In order to make a targeted plan.

Intention 2: Total compensation control for some positions

Job analysis and job evaluation of some (especially some posts); Focus on the overall performance this year. The purpose of these analyses is to find out the real basis for adjusting the total wages and adjusting the proportion. Of course, in principle, the adjustment should be up and down, but not all. If they are all healthy, they must get help from other incentives.

Intention 3: Adjust salary combination.

The adjustment of salary combination is targeted; Such as the adjustment of the proportion of basic salary, post \ skill salary, performance salary, seniority salary and other allowances in the total salary; If the proportion of performance pay is adjusted, it will affect the actual total salary to some extent. For example, the total wages can be controlled by adjusting the proportion of seniority wages or controlling seniority wages according to parabola principle or capping after reaching a certain number of years. Of course, due to the impact and influence of the current market economy on various industries, the central and local governments have support policies to adjust the social security payment base of enterprises in difficulty. If enterprises can apply for policy support, they can also reduce the total wages.

Intention 4: The boss is not satisfied with HR work.

The human resources department should be good at interacting with the boss, otherwise it is easy to misunderstand the boss's management thinking and make wrong judgments and actions. As mentioned in the case, there are still jobs to be recruited; In fact, are these positions the boss wants to recruit? Is the boss satisfied with the performance of his current position? Although recruitment is needed, must it be external recruitment? Isn't recruitment just to replace people who are not suitable for their current positions?

If management can't stimulate the enthusiasm of employees, then management will lose its essential significance. The key to designing an effective compensation management scheme is to establish a link between incentive measures and performance management. Is Shi Yuzhu here? Shelling? When the management of Minsheng Bank took salary reduction measures, it said:? It is foolish to lower the wage level. You can reduce the number of people, but you must not reduce your salary, otherwise the brain drain will be serious; Enterprises lay off employees to eliminate useless people, and pay cuts to drive away useful people. ? The essence of salary is to serve the company's strategy, reflect the company's values, and attract, retain and motivate the core talents needed for the company's strategic development by designing a reasonable salary management system. The primary goal of salary management is to drive employee behavior to ensure organizational performance. ? The best way for enterprises to achieve this goal and exert their influence is effective communication. In practice, the salary reform of enterprises has three clear goals: employee satisfaction is 60%-75%; The turnover rate of core employees of the enterprise shall not exceed 3%; Profit growth or sales growth both exceed 20%. When taking measures, we must fully judge and infer whether these goals can be achieved.

Therefore, when controlling the total salary, we must communicate effectively and find out the real crux, so as to give full play to the function of salary incentive and realize the boss's requirements. Otherwise, it is counterproductive, and the final bitter fruit needs to be eaten by the human resources manager! What is the bitter fruit of salary management failure? Someone got lost? Xin? Is anyone here? Zhou? The loss is the employee? Salary? , add a business? Hate? ; Is the employee injured? Heart? , add a business? Worried? !

Based on competitiveness, fairness, incentive, legality, feasibility and adaptability (suitability, appropriateness and adaptability)? Six sexes? In principle, designing a fully recognized salary management system is a new trend in the future development of human resources salary management.

Is it necessary to reform salary management? Study, interrogate, think carefully, distinguish, and persist? .