HR must know five methods to make enterprise salary distribution play an incentive role.

HR must know five methods to make enterprise salary distribution play an incentive role.

Introduction: The key to the future development of enterprises lies in talents rather than capital, and whether talents can be used well depends on salary and treatment. Compared with state-owned enterprises, the only advantage of private enterprises is the autonomy of salary and treatment. How to give full play to the incentive function of salary is a big problem that private enterprises need to seriously consider.

Salary management incentive

The key to the future development of enterprises lies in talents rather than capital, and the key to making good use of talents lies in salary and treatment. Compared with state-owned enterprises, the only advantage of private enterprises is the autonomy of salary and treatment. How to give full play to the incentive function of salary is a big problem that private enterprises need to seriously consider.

So, what problems should private enterprises pay attention to in salary distribution?

Control of salary level and total amount

Undoubtedly, the salary level is the embodiment of the enterprise's strength. For two enterprises in the same region and the same industry, the salary level of large-scale and powerful enterprises is relatively high. Under normal circumstances, employees always hope that the higher the salary level, the better, while the boss hopes that the lower the better, which requires the human resources department to seriously grasp this degree and determine the salary level according to the enterprise situation.

There are three ways to determine the salary level: one is to combine the local income level, the other is to combine the situation of the same industry, and the third is to combine the situation of the enterprise itself. What standard should the salary level be maintained? I think we should keep the upper-middle level locally. Excessive salary will increase the labor cost of enterprises; The salary is too low, no suitable employees can be recruited, and the employee turnover rate is too high.

The concept of total compensation has not attracted enough attention from private enterprises. When it comes to wages, many people think that it only refers to wage income. In fact, the labor costs paid by enterprises are far more than these. The total wage includes two parts: one is wage income, and the other is various benefits. Wage income is also commonly referred to as wage part, including basic salary and performance salary. Various benefits include statutory benefits and enterprise benefits. What do you mean by statutory benefits? Five insurances and one gold? Enterprise welfare refers to labor protection, health examination, holiday subsidies, canteen subsidies, etc. All these should be made clear to employees, that is, to let employees know the cost of employing people in enterprises. The determination of total wages: first, we should consider the factors of annual business objectives of enterprises, and second, we should consider the factors of wage guidelines. Determining the total salary has two advantages: first, the human resources department has a clear goal,

Salary structure and backbone incentive

Salary structure is also the composition of salary. In view of the actual situation of private enterprises, it is best to have more salaries, which are generally set as: post salary, performance bonus, overtime salary, seniority allowance, night shift allowance, education allowance, professional title allowance, technical post allowance, etc. Emphasis on personal incentive items, such as seniority salary, education subsidy, professional title subsidy and technical post subsidy, may have been cancelled long ago for large enterprises, but it has positive significance for medium-sized private enterprises, because many private enterprises can't keep the people they want to stay. The specific standard of seniority allowance is 20-50 yuan per month per year, which is paid monthly and increases year by year. It should be noted here that the allowance period must be set, which is generally 10 year. There are two reasons: one is to distinguish the treatment of new and old employees, and the other is to retain old employees. Similarly, the degree subsidy is to attract more highly educated professional counterparts to join the enterprise, and the title subsidy is to encourage employees to obtain corresponding technical titles, which is beneficial to both individuals and enterprises.

Generally speaking, the backbone is divided into management backbone and technical backbone. Management backbones can be solved through the promotion of management positions, but how to motivate technical backbones? Therefore, it is very necessary to establish a technology promotion channel. The management channels of general enterprises are relatively clear, but the technical channels are rarely established, especially in traditional manufacturing industries. The purpose of establishing technology channel is not to speak well, but to solve the growth and treatment problems of people engaged in technology and R&D. Although they have no management posts, they have technical posts, which are as important and effective as management posts and can reflect their own value. Technical channels can be set at different levels, such as technicians, assistant engineers, engineers, chief engineers, senior engineers, etc. These technical posts correspond to management posts, and they can enjoy the salary of management posts at the same level.

Fixed salary and floating bonus

Wage income includes fixed part and floating part, the fixed part is what we call post salary, and the floating part is performance bonus. The proportion of the fixed part is more appropriate, depending on the specific situation of the enterprise. According to Mu Zi's experience, the fixed part is not easy to be too high, and it should be different with different levels of employees. For ordinary workers, 50% fixed and 50% floating is more appropriate; For the middle layer, fixed 40%, floating 60%; For senior managers, it is fixed at 30% and floating at 70%. The fixed part of the general worker is too low, which will weaken the sense of security; For middle and senior managers, adding floating parts can enhance their sense of responsibility. There are two bases for determining the post salary of general workers: one is the local minimum wage standard, and the other is the nature of the post. The determination of the salary of middle and high-level posts depends on the situation of the enterprise.

The performance bonus of the floating part is determined by the production and operation status of the enterprise. It is necessary to guide all employees to pay attention to specific work through performance appraisal, so that the bonus will be high if it is done well, and it will be low if it is not done well, forming an enterprise? How many people are carrying thousands of pounds, and everyone has indicators on their shoulders? Situation. The specific assessment content must be based on the main economic and technical indicators of the enterprise, and the indicators that the enterprise pays attention to should be included in the assessment scope. For functional departments in enterprises, besides assessing their responsibilities and tasks, they should also be directly linked to the production and operation system to avoid formation. Two skins? problem

Internal fairness and external competition

The internal fairness of salary distribution is an important principle of salary management. Many employees exist? Not suffering from widowhood but suffering from inequality? This idea exists not only in state-owned enterprises, but also in private enterprises. To realize the internal fairness of salary, the key is to establish a salary system that most employees generally agree with. If we don't pay attention to this problem, wages will not only play a negative role, but also play a negative role.

To achieve internal fairness, we must grasp three points: first, divide all positions into management, technology, production, service and other series; The second is to determine the wage standard of each series; The third is to determine the wage difference in the same series. This has two advantages: first, it can grasp the balance of the overall salary, and second, it can be comparable to the same series. Generally speaking, the production series is about twice as large as the service series, and the technical series should be determined according to its function. If people in production posts are eager for service posts, it means that there must be something wrong with the wage standards of these two series.

The external competitiveness of salary is also a principle to grasp the salary distribution. External competition is reflected in two aspects: first, the salary level is competitive in the local area; Second, the salary level is competitive in the same industry. The first case corresponds to ordinary employees, and the second case corresponds to management backbones and technical backbones. If the salary level is competitive in the local area, it will be easier to recruit suitable general workers in the local area, and will not resign easily after coming to maintain the stability of the team. If the salary level is competitive in the same industry, suitable management backbones and technical backbones will be recruited in the same industry, and management backbones and technical backbones will not easily quit to other peer enterprises. In order to maintain external competition, it is necessary to distinguish which posts and personnel enterprises need to pay attention to and want to keep, and tilt towards these people in salary distribution. Competitive salary is not only for individuals, but for backbone teams, which is a problem that private enterprises need to pay attention to.

Salary adjustment and timely incentive

Salary adjustment is divided into overall adjustment and individual adjustment. The overall adjustment is aimed at all employees, and it is based on the changes of external macro-situation, industry situation and enterprise benefits, including the adjustment of salary level and salary structure. The adjustment range is determined according to the operating conditions of the enterprise, and this adjustment is generally carried out annually. Individual adjustment refers to the local adjustment of enterprises, which is irregular. For example, if the labor intensity of a post is reduced due to technological progress, or the working environment is improved, it is no longer appropriate to continue to use the past standards, so it is necessary to adjust the salary standard of this post. Another situation is that employees need to adjust their salary levels in time because of job changes or job level changes.

In a sense, the fixed part of the salary is used to keep people, and the floating part of the salary is used to motivate. Timely incentive is also an important means of salary incentive. Should private enterprises do it? Can they do it? Clear rewards and punishments? This is very important for building a good team. For those employees who are outstanding in their work and those who are brave in society, they should be given timely incentives through promotion and salary increase; For employees who are incompetent or even have frequent problems, they can also be dealt with by lowering the salary level. Another point is that those who have made outstanding contributions to technological progress are directly rewarded in terms of positions, salaries and bonuses. Timely motivation is different from performance appraisal. If it can be reflected in the performance bonus, don't take timely incentives to avoid excessive use of timely incentives.

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