What do position levels GM, M, and p stand for in the salary system?

Generally speaking, it is divided into p level and m level.

P level represents the executive level, that is, employees;

m and represents management;

gm represents senior management such as senior directors.

In terms of salary:

Each rank should be divided into multiple grades. For example, p1 may be divided into 12 salary grades (roughly so), which are 1-12k; p2 points There are 12 levels, ranging from 3-15k. The salary will also be inverted. For example, if the rank is p1, but the salary is 14k, then the rank will be promoted to p2, but the salary will not be adjusted.

The salary system is an important part of the overall human resources management system of the enterprise. The salary system refers to the composition and distribution of salary, that is, what parts does a person's work reward consist of? Generally speaking: employee compensation includes the following major parts: basic salary (i.e., salary), bonuses, allowances, and benefits.

As an important part of the human resources management system, salary management is the most concerned content of the company's senior managers and all employees. It is directly related to the effectiveness of the company's human resources management and has an impact on the overall performance of the company. . A flexible and effective salary system plays an important role in motivating employees and maintaining

employee stability.

Salary management refers to the dynamic management process of determining, allocating and adjusting employee salary payment principles, salary strategies, salary levels, salary structures, and salary composition under the guidance of organizational development strategies. It is an important part of human resource management and an important means for enterprises to attract, retain and motivate talents. Under the conditions of the socialist market economy, how to use salary policies to motivate employees to improve work performance is the key to salary management and is a topic that enterprises need to study in depth.

As an important part of human resources management, salary management has always attracted social attention. This is not only because it is closely related to the vital interests of employees, but also because it directly affects the business success or failure of the company.

The four major goals of modern salary management:

1. Absorb outstanding employees that the organization needs.

Reasonable and high remuneration can not only enhance employees' enthusiasm for work, but also attract more outstanding talents for the future development of the organization.

2. Achieve efficiency goals.

The essence of setting salary efficiency goals is to use appropriate salary expenditures to bring maximum benefits to the organization. It mainly includes two aspects:

The first is to analyze from the perspective of output, that is, salary can bring the greatest value and benefits to organizational performance;

The second is to analyze from the perspective of input. That is to achieve optimal control of salary costs and use the most appropriate expenditures to obtain the greatest benefits for the organization.

3. Act as a motivator.

The essence of salary payment is to provide employees with equal rewards for their hard work. Only when employees can receive corresponding and satisfactory rewards for their efforts can employees be more motivated to work and have a vision for the future.

Reference: Baidu Encyclopedia-Salary System