Importance of salary management

In the dynamic global market economy, human resource management can help enterprises gain competitive advantage and succeed in the fierce market competition. As one of the important functions of human resource management, salary management plays an important role and has an important impact on the labor market, enterprises and employees.

Importance of salary management. Salary management is related to the cost control of enterprises.

Although salary itself can't bring benefits directly, it can create enterprise wealth and economic benefits through effective salary strategy and practice, combined with salary exchange for laborers' living labor, labor and means of production.

Second, the salary level affects the ability of enterprises to attract talents and their competitiveness in the industry.

If the salary level of an enterprise is lower than the market level of similar local enterprises and industries, and there are no corresponding measures such as stable, high welfare, convenient working conditions, attractive and promotional training opportunities, it will easily lead to employee turnover, which will directly or indirectly affect the profit rate and the realization of business development goals.

Third, stimulate the enthusiasm of employees and improve the production efficiency of enterprises.

Managers can give different salary rewards to employees' different performance through effective salary strategies, thus promoting the improvement of the quantity and quality of employees' work, improving the enthusiasm of employees and promoting the efficiency of enterprise production and development. The ways of salary incentive can be roughly divided into two forms, namely, short-term incentive modes such as annual salary, bonus and allowance, and medium-and long-term incentive modes including equity incentive, restricted stock, stock appreciation rights, management shareholding and incentive fund.

Many developing enterprises do not have a perfect salary management system, which leads to slow development. In a word, only by establishing a scientific salary management system can enterprises play the greatest role in modern enterprise management.

How to manage salary;

1, organizational guarantee

When a new salary scheme is implemented, it will definitely involve the vital interests of every employee in the company. A little carelessness will affect the stability of personnel, and then affect the normal development of the company's various businesses. Therefore, enterprise decision makers must attach great importance to the design and implementation of salary scheme from a strategic perspective. Therefore, at the beginning of designing the salary scheme, the company set up a salary reform committee to be fully responsible for the salary reform of the company. The Committee is chaired by the general manager, which ensures the authority of the Committee; Members include people at all levels of the company, both managers and representatives of ordinary employees, which are widely representative. The smooth communication channels are ensured: the staff representatives are recommended by the departments and elected by the public. They are objective and upright, and have high prestige among employees, which ensures the objectivity and fairness of the implementation of salary reform.

After the establishment of the salary reform Committee, members received comprehensive training. The training content includes: some basic theories of salary management, the purpose and principle of implementing salary reform, the idea of salary reform and matters needing attention in implementation. Through the training of personnel, the Committee members can understand the original intention of salary reform and convey it to all employees through them, so as to ensure that the plan can be implemented strictly in accordance with the original intention of design in the implementation process.

2. Institutional guarantee

Although a lot of work about salary management or internal management of enterprises is quite difficult and cannot be completed in a short time, it is necessary to establish a scientific management concept. In modern enterprises, scientific and reasonable salary should be a win-win situation, that is, enterprises can motivate employees through salary distribution, and employees can realize their own value through salary acquisition. And salary is not only a cost, but also an investment that encourages employees to have greater output. Salary management, like other management, is also a positive dynamic process, which needs to be adjusted and revised in time according to the actual situation and market situation of the enterprise, so that the whole salary system becomes an organic part of the enterprise management system and provides incentives for the development of the enterprise.

3. Publicity and communication

In the process of making and implementing salary scheme, timely communication and necessary publicity are one of the factors to ensure the success of salary reform. If communication is not smooth or publicity is not in place, employees may be worried about the decline in income after the salary reform, which will lead to resistance and affect the process of salary reform. In the process of salary reform, through timely communication and publicity, employees can realize the advantages of the new scheme and make clear the benefits they can get, thus becoming an active promoter of the scheme. In order to ensure everyone's understanding of the salary scheme, in the process of implementing the salary reform, the company should strive to create a good communication atmosphere through various forms such as salary system question and answer, employee symposium, satisfaction survey and salary reform mobilization. Fully introduce the basis and expected purpose of salary formulation through various channels such as top-down, bottom-up, horizontal and oblique. Answer your questions in the communication process, adopt your pertinent opinions and suggestions in time, and give appropriate rewards to better suggestions and opinions. Through these methods, we can enhance mutual understanding between enterprises and employees, dispel employees' ideological concerns, gain employees' trust and support, and ensure the smooth implementation of the salary scheme.

4, the principle of step by step

In order to ensure the smooth progress of salary reform and prevent the adverse reaction of personnel, we not only give the scientific salary model that the enterprise will realize in the future, but also provide a transition plan for it to choose the pilot operation, and make timely adjustments and corrections according to the problems in operation, and then vigorously promote the salary reform after the enterprise management foundation and personnel thinking are fully in place. This ensures the smooth operation of the salary system.

The importance of salary management 2 1. Establish an excellent employee performance appraisal system.

In the past, salary management often only followed the form of distribution according to work, and no corresponding reward mechanism was established. This situation will gradually suppress the enthusiasm of employees. This is because employees can't agree on their own work skills, professional level and compensation sharing, which makes employees disappointed with the salary system of enterprises and also produces a sense of burnout. The quality of work will not affect or threaten the salary level of employees, thus reducing the overall work quality and efficiency of employees and gradually weakening the market competitiveness of enterprises.

The work enthusiasm of enterprise employees generally needs to be improved. In view of this problem, the author thinks it is necessary to establish a complete performance appraisal system, formulate effective appraisal mechanism and objectives on the basis of distribution according to work, give appropriate rewards to some people who can overfulfil related work, and give necessary rewards to those who have not completed actual work. And the salary level is divided, in order to stimulate employees to rise continuously, ensure employees to work hard, and pay is linked to work, further strengthening employees' work enterprising. Through this method, employees can not only do their own work well, but also help enterprises to form a good competition and working environment, thus effectively improving the actual work efficiency of enterprises.

2. Ensure a balanced salary management system.

In the actual process of special salary management, the imbalance of salary level is a very unreasonable phenomenon. The actual salary management level of many enterprises can only be compared within the enterprise, but not with some similar enterprises. This situation will usually make employees dissatisfied with the salary management of their own enterprises and quit, resulting in the brain drain of enterprises. According to this situation, it is necessary for enterprises to strictly determine the salary standard, strengthen the rationality and scientificity of the salary standard, comprehensively consider various related factors of enterprise employees, accurately position the salary according to the comprehensive value of the market, and formulate a set of reasonable and scientific salary evaluation methods for enterprise employees' salary and job evaluation.

Establish a standardized enterprise salary distribution system through standardized definition system and objective rating. Only when the enterprise's own salary management level is consistent with the current salary management system in the market, can employees be truly satisfied, enterprises can be assured and adapt to the constant changes in the market. Today's salary management system can win the advantage of market competition for the management mode and management level of enterprises to a great extent.

3. Clarify the salary distribution system of the enterprise.

At present, the salary management system used by many enterprises is relatively simple, and the actual salary distribution system is not formulated according to the actual technical skills, management skills, labor skills and capital of enterprises. There are many central forces in enterprises that have not paid corresponding returns, and the actual operation of salary distribution is still lacking in science and rationality.

In view of the disadvantages of the current salary distribution model in enterprises, the salary distribution system should be further adjusted and planned. First of all, it is necessary to establish the enterprise principle of salary distribution and formulate a set of scientific salary distribution principles, which must study the technical ability, management factors, labor and capital of enterprise employees, and scientifically formulate a set of enterprise salary distribution principles by integrating these materials. When formulating principles, we must adhere to the comprehensive consideration of the internal environment and external competition of enterprises to ensure the rationality and scientificity of the salary system.

The importance of salary management Part III 1. Significance of salary structure and salary management

Salary structure has always been an important part of many management systems in petroleum enterprises. In the internal management of enterprises, it is of great significance to adjust the salary structure in real time to improve the relevant economic benefits of oil enterprises.

Salary structure. Theoretically, salary structure is the main part of salary. As far as oil companies are concerned, according to different positions and levels within the organization, the salaries of relevant staff are also different. In the process of formulation, it is necessary to study together according to business skills, market strategy, human resources and other factors.

Salary management. Salary management in petroleum enterprises refers to the dynamic management process of salary payment, salary structure, salary distribution and salary level for employees of different positions and levels under the steady business development strategy. Specific adjustment points of salary structure in petroleum enterprises In the operation and management of enterprises, workers need to constantly combine the theoretical points in the process of salary structure adjustment with the actual operation of petroleum enterprises to adjust and create the salary structure that is most suitable for the development and perfection of petroleum enterprises.

Second, the construction enterprise salary management problems

Lack of flexibility. The salary system of state-owned construction enterprises is restricted by the wage policy of the competent department and the labor cost of enterprises. When designing the salary system, enterprises can't refer to the salary level of the same industry and region, and can't accurately obtain the overall market situation. The salary level is lack of strong market data support, which leads to the lack of attractiveness at home and competitiveness abroad. At the same time, the enterprise's post system is unscientific, the definition of post responsibilities and post conditions is not exact, and most enterprises have not carried out the necessary post analysis when designing salary, which leads to the lack of foundation for fair salary and perfect incentive means. Company employees care more about the salary difference than the salary level. Many employees lose their sense of fairness in blind internal salary comparison, which leads to psychological imbalance.

Lack of motivation. At present, most state-owned construction enterprises have established the post salary system, but the post salary is not determined according to the post value, but according to the administrative position, and the part of the salary structure linked to the performance appraisal results is very limited. There are also many problems in the assessment methods of employees, such as more rewards and less punishments, unequal rewards and punishments, incorrect incentives and constraints, etc. It is difficult to guarantee the incentive of salary, and the consequence is the loss of excellent employees and the "precipitation" of mediocre employees.

Third, give play to the role of salary incentives.

Salary in enterprise management is the direct and indirect economic income obtained by employees through labor. Giving full play to the role and function of salary can comprehensively strengthen the incentive function of enterprise salary and enhance the centripetal force and cohesion of employees. The potential of employees can be extended infinitely, and of course it cannot be separated from the support of scientific and effective incentives. In the new era, enterprise salary incentive can be regarded as a high-quality practical measure, which can make employees constantly challenge themselves, stimulate unlimited potential, release their strength to the maximum extent, promote the continuous improvement of comprehensive benefits of enterprises, and finally realize the common promotion of employees and enterprises. Salary is one of the qualitative and quantitative evaluation forms of employee performance by enterprise organizations, which usually consists of the following three parts: salary, reward and welfare.

Optimize the construction of corporate culture. If corporate salary management mostly stays at the material level, then corporate culture construction is based on the development and promotion of the spiritual level. An excellent enterprise must have distinct cultural support, which can effectively guide the enterprise to establish various salary management systems with core competitiveness, and make it fully implement and implement the macro strategy of salary management. Therefore, enterprises should first carry out cultural construction according to the different needs of employees and their own development characteristics, build corporate brand image, formulate humanized salary incentive system, and effectively combine non-cash and cash salary incentive management methods. In addition, enterprises should ensure the effectiveness and timeliness of incentive management, optimize the implementation of good incentive management effects, distribute employee handbooks to all employees of enterprises, and set long-term development goals, such as building top 500 enterprises in the world and first-class enterprises in China, building a management compensation system, and promoting the all-round sustainable development of enterprises under the guidance of strategic goals.

Improve the salary incentive management system. At the stage of formulating the internal employee compensation management system, enterprises should do a good job of preliminary research, and at the same time make an aggressive comparison with reference to various compensation management policies of similar regions or enterprises. It is necessary to scientifically consider the risk tolerance of employees, meet the comprehensive needs of talent risk avoidance, and effectively reduce the labor cost and total salary of enterprises. At the same time, enterprises should improve the indirect salary management, improve the welfare treatment according to the individual needs of employees, and meet the comprehensive needs of employees at the material level. For example, enterprises can scientifically cultivate knowledge-based employees and make them one of the welfare models for employee construction and development. Furthermore, enterprises should pay full attention to various components in the salary system structure that can play an incentive role for a long time, closely combine with the comprehensive development strategy of enterprises, so as to make the unfavorable factors fade, contain and eliminate, and promote the organic connection between managers at all levels and long-term interests. In addition, enterprises should scientifically build an evaluation system of performance-based pay management, aiming at the present situation of single evaluation index, diversified application of composition strategy, structural hierarchy strategy and pay adjustment strategy. For example, regular job skills competition, supervision and verification system, competition for posts, regular rotation and stage assessment system, performance salary and floating salary management, and incentive measures for rewards and punishments according to employees' achievements to ensure fairness and justice of various assessment standards and management. We should fully respect all employees' right to participate and know, and effectively improve the level and comprehensive quality of enterprise performance management incentives. Enterprises should also rationally use internal compensation and external compensation means to make the two links complement each other. External wages

Incentive has the characteristics of quantification, which can make enterprises rise to the average level based on market competition. Enterprises should scientifically grasp and understand the average management level of salary methods for various skilled posts in the industry to avoid the lack of effective basis for the formulation of salary grades. In addition, enterprises should also concentrate on internal salary management, reasonably improve the comprehensive enterprising spirit of employees, attract outstanding talents in the industry, and curb the undesirable increase in labor costs.

Reasonably adjust the salary management plan. Enterprises should not lack flexibility when making salary management plans, so that system management is in a bad state of passive lag. Instead, we should conform to the actual development trend of society and enterprises, keep pace with the times and be brave in innovation, so that the salary standard can be supported and widely supported by all employees of the enterprise, and the expected goal of incentive management can be effectively realized. Employees at different levels and positions in enterprises should be treated differently, so as to effectively stimulate the initiative and enterprising spirit of employees in practical work and improve the comprehensive level of human resources practice management in enterprises. In the different stages of development and promotion of enterprises, we should also strengthen the comprehensive analysis of various market information to ensure that the compensation strategy of enterprise management can fully meet the actual needs of market competition, and then fully stimulate the incentive effect of compensation management. Once the actual situation of the enterprise does not adapt to the salary scheme, it is necessary to analyze the reasons and measure the actual problems in time, and then use effective and enterprising scientific measures to adjust the salary scheme in a timely and comprehensive manner, and make full preparations to cope with the changing internal and external environment of the enterprise.

Strengthen the overall job analysis of employees. In the actual development of enterprises, it is particularly important to create a high-quality job analysis system, which is not only the scientific basis for setting up posts and personnel management in enterprises, but also an effective reference for enterprise assessment management and recruitment. Therefore, enterprises should take the job analysis system as an important basis in training management, and organize specialized personnel to make systematic analysis with scientific tools and software, so as to assist the scientific formulation of welfare policies and provide important scientific guidance for the management and operation of enterprises.

The Importance of Salary Management With the increasing market competition, the survival and development of many enterprises are also facing tremendous pressure. In order to cope with this pressure, enterprises realize the importance of salary management system and pay more attention to salary management. As the important information of salary management, salary incentive naturally becomes the focus of enterprise management.

The necessity of salary incentive

Generally speaking, it is very necessary for enterprises to implement salary incentives in an enterprising way, which is mainly manifested in two aspects at present:

1. arouse the enthusiasm of employees. Through salary incentives, employees' work enthusiasm can be well mobilized, which is conducive to the improvement of employees' personal work performance and the overall performance of enterprises.

2. Realize the stability and development of the enterprise. Dissatisfaction with salary is an important reason for employees' frequent turnover. Correctly and effectively motivating employees through the salary management system can significantly reduce the turnover rate and better realize the stability and development of enterprises.

Five measures to adjust salary management system and realize salary incentive

For enterprises, it is not so easy to do a good job in salary incentives. The key lies in the choice of methods and long-term persistence.

1. Pay attention to the fair pay survey. As the HR department of headhunting enterprises, it is necessary to adjust the salary of employees regularly, but it must pay attention to fairness, which in itself is a good incentive for employees.

2. Link salary with performance. Performance pay is an integral part of floating pay, and its main function is to motivate. Linking employee compensation with performance can well realize the role of enterprise compensation incentive.

3. The pay gap needs to be reasonable. This mainly involves the internal balance of the salary system. It is unreasonable that the gap is too big and too small. Appropriate gap can stimulate employees' sense of competition, which is conducive to the play of incentive mechanism.

4. Welfare affects salary incentives. The so-called salary and welfare, not only has the salary and incentive effect, but also the welfare can not be ignored.

5. Long-term motivation is very important. Enterprises need long-term incentives to do a good job in salary incentives. At present, many companies are implementing options and equity incentives, which have achieved good results.

It is suggested that enterprises should forge ahead, seek a suitable salary management system, better ensure the incentive function of salary management, and give full play to the advantages of enterprises in attracting talents, retaining employees and promoting development.