What are the principles of salary management?

1, principle of fairness: external fairness, internal fairness and individual fairness;

2. Competitive principle: Compared with the same position in the same region, the same industry and the same requirements, the salary and benefits are competitive;

3. Incentive principle: the structure and indicators are reasonable, which can mobilize the enthusiasm of employees to the maximum extent;

4. Principle of economy: According to the principle of "generated value is more important than cost", do the most things with the least money;

5. Legitimacy principle: in line with the national labor law and other relevant laws and regulations;

6. Simple and practical principle: the headquarters of the group company mainly adopts the post function grade salary system, with other salary distribution methods actually needed by production and operation.

Extended data

organization

1. The human resources department of the company is responsible for the formulation, implementation, adjustment, modification and interpretation of this plan.

2. In case of major annual salary adjustment and annual bonus distribution, the Human Resources Department should take the lead in setting up a salary management committee to deal with it.

3. In the daily salary accounting, the human resources department is responsible for the employee attendance statistics and attendance card receiving and dispatching, the administrative office is responsible for punching management and punching management, and the finance department is responsible for salary calculation.

Characteristics of salary management

1, sensitive salary management is the most sensitive part of human resource management, because it involves the vital interests of every employee in the company. Especially when people's quality of life is not very high, salary directly affects their living standards;

In addition, salary is a direct reflection of employees' working ability and level in the company, and employees often measure their position in the company through salary level. Therefore, the salary issue will be very sensitive for every employee.

2. Privileged salary management is a human resource management project with the least employee participation, which is almost the privilege of the company boss. Bosses, including enterprise managers, believe that employees' participation in salary management will increase the contradictions in company management and affect the interests of investors. Therefore, employees know almost nothing about the company's salary management process.

3. Particularity Due to sensitivity and privilege, the salary management of each company will be very different. In addition, because there are many different management types in salary management itself, such as post salary, skill salary, seniority salary, performance salary, etc., the reference of salary management between different companies is very small.

Baidu encyclopedia-salary management