What's the difference between "Big Four" salary and development in details?

The first is the post-oriented salary system.

The system is mainly based on posts, but not all of them are implemented only by posts, that is, on the basis of doing a good job evaluation, the enterprise determines the salary according to the importance, contribution and difficulty of posts. However, this salary system model is not suitable for use alone.

Second, the skill-oriented salary system.

This salary system is widely used in private enterprises, focusing on ability and having strong fairness. In fact, it is similar to the traditional principle of "more work, more pay". However, this kind of salary system is prone to salary differentiation, and enterprises need management in this area.

Third, the market-oriented salary system.

This salary system is relatively reasonable, because the salary is determined according to the market, which can not only reflect good fairness, but also benefit the market competitiveness of enterprise salary. For example, salary level can be determined through salary survey, which can make your salary level more competitive.

Fourth, the performance-oriented salary system.

As the name implies, performance is the performance of employees, which corresponds to their personal abilities. Performance appraisal, which is widely used in enterprises at present, is the best interpretation of this system. Performance-oriented salary system can strengthen the role of salary incentive.

Extended data

Salary principle

Fairness: external fairness: determine the enterprise salary standard according to the salary level of the labor market. Internal fairness: equal pay for the same post and equal performance; Different positions and different performance pay differences are reasonable, and distribution according to work is adhered to.

Legitimacy: the salary system must conform to the policies and laws of the party and the state, such as the minimum wage, employee insurance and other laws and regulations.

Competitiveness: The salary standard set by enterprises should be attractive in the society and talent market.

Incentive: The salary standard should be attractive to employees, appropriately increase the salary level of all levels and positions within the enterprise, mobilize the enthusiasm of employees and improve labor productivity.

Economy: a higher salary level can improve its competitiveness and motivation, but it will inevitably lead to an increase in labor costs. An economic and reasonable salary system should not only maintain the maximum possible labor productivity, but also maintain the market competitiveness of enterprise products.

References:

Baidu encyclopedia-salary