Salary management principle

Salary management has an important influence on recruitment. Salary is one of the important factors that employees consider when choosing a job. A higher salary level

Salary management has an important influence on recruitment. Salary is one of the important factors that employees consider when choosing a job. A higher salary level is conducive to attracting a large number of candidates, thus improving the recruitment effect. I will share it with you. Welcome to read, for reference only!

First, the principle of fairness-this is the first principle of designing salary system and managing salary.

1. external fairness-the salaries of similar positions in enterprises in the same industry or in the same region or in the same scale should be roughly corresponding.

2. Internal fairness-the salary of different positions in the same enterprise is directly proportional to their respective contributions, and only when the proportion is consistent will it be considered fair.

3. Equity of employees-Enterprises should pay employees who complete similar jobs roughly the same salary according to their personal factors, such as performance and education.

4. Group Equity-The salaries of different task groups in an enterprise should be directly proportional to their respective performance levels.

At the same time, the design should pay attention to the following three points:

1. The salary system of an enterprise should follow clear and consistent requirements and be based on unified and interpretable norms.

2. The salary system should be democratic and transparent

3. Enterprises should create equal opportunities and fair competition conditions for employees and guide employees to turn their attention from equal results to equal opportunities.

Second, the principle of competitiveness-the salary level of enterprise core talents should be at least not lower than the market average.

Third, the incentive principle-embodies the principle of distribution according to work and contribution.

Fourth, the principle of economy-subject to economic constraints, the salary level of employees should also be linked to the performance of employees.

5. The principle of legality-in line with national laws and policies, China's legal construction needs to be filled, bridged and enriched.

Seven steps of human resource salary management

Salary management mainly consists of determining salary strategy, job evaluation, market research, salary level, salary structure, salary grade, and compiling or revising enterprise salary management system. Each step has a different focus:

1, determine the salary strategy.

The formulation of wage strategy is actually the choice of wage structure, which is closely related to the development strategy of enterprises. Although there are many types of wage structures, they can be divided into three categories in essence:

A. Great flexibility: employees' wages fluctuate greatly in different periods, and performance pay and bonuses account for a large proportion.

B. High stability category: the salary of employees has little to do with actual performance, but mainly depends on the annual work and the overall operating conditions of the enterprise. The salary of employees is relatively stable, giving people a sense of security. The basic salary accounts for a large proportion of employees' salary, while the bonus is paid according to a certain proportion of individual basic salary according to the overall operating conditions of the company. For example, Japan's annual merit series wage system.

C. Compromise category: there are both high flexibility components that motivate employees to improve their performance and high stability components that urge employees to pay attention to long-term goals.

In order to better motivate senior managers and enterprise backbone personnel, the enterprise has established a salary structure that combines short-term incentives with long-term incentives, that is, in the salary structure, there are not only short-term incentives such as fixed salary and benefit salary, performance salary and bonus, but also long-term incentives such as stock options and employee stock ownership plan.

2. Job evaluation and classification.

The main contents of job evaluation include job analysis, job evaluation and classification. There are many methods of job evaluation, and the commonly used methods are sorting method, classification method, factor comparison method and factor scoring method. According to the actual situation of enterprises, the most commonly used method is factor scoring, because it is objective and easy to measure. After the job evaluation is completed, the job will be classified and divided into different departments or different job levels.

3. Wage market survey

The purpose of wage market survey is to investigate the wage level of a post in a certain industry or region in other industries, that is, to investigate the market environment in which the post is located. Commonly used are formal investigation and informal investigation. Formal surveys are divided into commercial salary surveys, which are generally completed by consulting companies, professional association salary surveys and * * * salary surveys.

4. Determination of wage level

Different enterprises have different methods. Generally speaking, there are two common methods:

A. The wage level is completely based on the market wage survey data. The salary levels and rates of all general posts in the enterprise are obtained from the salary survey data;

B. determine the salary level according to the salary curve. The salary level of special posts can be obtained through the salary curve.

5. Determination of salary structure

The determination of salary structure is to determine the salary composition and proportion of different employees.

A. determination of salary components. In the same enterprise, the salary composition of employees engaged in different jobs can be different. For example, R&D personnel can implement competency-based salary system, and the salary components are mainly competency-based salary system; Sales staff can implement the performance-based salary system, and the salary components are mainly commission salary; The wage composition of production workers may be mainly piece-rate wages. In the same enterprise, the salary components of employees with different salary levels can also be different. For example, the top management and key personnel of an enterprise may have basic salary, post salary, bonus and other salary items, as well as post allowance and stock options.

B. the salary constitutes the proportional relationship of the project. The proportion of salary in the project should be different depending on the proportion of employees engaged in different types of work. For example, to encourage sales staff, floating wages or bonuses should account for a large proportion; Managers should pay more attention to safety, because their labor does not directly affect the economic benefits of enterprises, and floating wages or bonuses account for a small proportion. The proportion of wage structure of employees with different wage levels should also be different. For example, because the work results of senior managers have a great influence on enterprises, their labor performance can basically be controlled by themselves, so floating wages should account for a large proportion in their salary structure; The employees of senior management, except those who are paid by piece or commission, have little influence on the enterprise because of the results of their work, and their labor performance cannot be controlled by themselves, nor can they be improved through their own efforts, so floating wages should account for a small proportion in their salary structure.

6. Determination of salary grade

A. Selection of salary grade type:: 1 Graded salary grade type: There are many salary grades arranged in a pyramid shape. The improvement of employees' salary level is improved with the upward development of individual post level. This hierarchical type is common in mature and hierarchical enterprises. 2 wide type, that is, broadband wage grade type. Enterprises include very little salary and are flat. The improvement of employees' salary level can be improved by the upward development of individual post level or the adjustment of horizontal work. It is common in immature and flexible enterprises.

B salary scale classification: after determining the salary scale corresponding to the employee's position, you can enter different grades of salary scale according to the employee's personal ability level, which can be adjusted year by year according to the performance appraisal results. Because the job level of an enterprise is generally pyramid-shaped, the higher the job level, the fewer jobs can be provided and the fewer opportunities for employees to be promoted. In order to make up for the loss of employees' wages caused by the lack of jobs, the wage standards between wage levels can overlap.

C design of floating salary bonus or performance: the rationality of floating salary distribution depends on the scientificity of performance appraisal system and the matching degree linked with employee appraisal results. It can be designed in combination with performance appraisal.

7. Implementation and revision of enterprise wage system

Once the wage system is established, it should be strictly implemented to give full play to its guarantee and incentive functions. In the case of maintaining relative stability, enterprises should also adjust the wage system accordingly with the changes in operating conditions and market wage levels.

During the formulation and implementation of the wage system, timely communication, necessary publicity and training are one of the key success factors to ensure the smooth implementation of the wage system.

The above is what I have provided for you, and I hope it will help you.

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