Where Does The Salary Management Of The "Salary Era" Go From?

In recent years, in order to cope with the rise in prices, the wage guidance lines of enterprises have increased a lot more than in previous years. Even the labor department has publicly suggested that enterprises should raise their wages, which will give unlimited expectation to ordinary workers who work in enterprises.

Thus, under the influence of frequent adjustment of civil service wages, all sectors of society are talking about it, and it seems that they really want to enter the era of universal wage increase.

The manager of a food enterprise has always pursued the performance oriented salary management.

An enterprise can survive in the market competition environment and cannot make decisions without the market environment.

When the enterprise formulating development strategy and marketing plan, this is also true in the enterprise's salary decision.

The first consideration of the remuneration policy of a company is the competitive principle of the remuneration system, that is, whether the company's remuneration is competitive enough in the market, and whether it can attract talented people and whether enough talents are left in the enterprise.

In the environment of highly qualified talents, talent competition has long been a part of enterprise competition. If the boss of an enterprise only focuses on the market of products and ignores the competition of talents, enterprises will lack the stamina of development because good product planning and marketing strategy, and lack of excellent talents to perform, can only be empty talk.

Food quoted in the foregoing

In the "salary era", the adjustment of enterprise pay has become an inexorable trend.

How much is the salary increase?

The era of "rising salary" has arrived and enterprises have to stand up to deal with this harsh situation.

Many enterprises have to add a large amount of pressure on the huge cost pressure caused by the price rise of raw materials to raise their income level.

However, simple salary increase may not be able to achieve greater employee satisfaction.

An enterprise took into account the factors of rising prices and brain drain, increased investment in human costs, and raised wages by 20% at the beginning of the year.

However, half a year later, the Ministry of manpower organized a survey of the satisfaction of the employees. It was found that some employees did not buy much of the company's policies. They thought that although wages had gone up, the level of consumption increased rapidly, but in fact it did not increase much.

As can be seen from the above examples, if the salary increases simply, if the operation is improper, the effect of employee satisfaction can not be equally achieved.

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The same salary increase, good operation and bad, the effect will be very different.

Salary is very sensitive in any enterprise. Few people think that their income is too high. This is one of the difficult problems of salary management, that is, to manage staff expectations reasonably.

In order to deal with this problem, enterprises should raise their salaries in a targeted way so as to avoid blindly raising salaries.

Before raising salary, we should do the following work:

1. Clear the company's salary strategy.

Before the salary increase, we should have an understanding of the salary in the market, especially in the industry.

Specifically, if you want to know more comprehensively, you can take part in a formal salary survey to find out the average salary level and expected growth rate of the related posts in the market. This is used as the basis for salary growth, rather than the head of enterprise or the Department of human resources, to determine the extent of wage growth.

After a clear understanding of the market salary situation, the company needs to establish a strategy of pay competition.

There are three kinds of pay competition strategies: leading strategy, average strategy and following strategy.

If the company has enough capital strength and hopes to attract talents with high salary, it can adopt the leading strategy to make the company's remuneration level higher than that of most of the enterprises in the market.

If the company's financial strength is limited, it can also follow the strategy, even if the company's salary level is slightly lower than the average salary level in the market.

Such a strategy can not only avoid a large number of brain drain, but also save labor costs.

The middle approach is to adopt an average strategy, so that the company's pay level is almost the same as that of the market.

In conclusion, salary increase should be based on the survey of market pay, and there should be a clear compensation competition strategy. These strategies are consistent with the company's overall business strategy and reach consensus at all levels of the company.

This is the principle of salary management and the basis for better explaining to employees.

2, explain to employees the concept of salary increase.

It is not uncommon for enterprises to raise salaries for employees but not to increase employee satisfaction.

An important reason for this phenomenon is that the propaganda of salary concept is not in place.

The first step for an enterprise to design the salary management system is the determination of the company's salary concept.

The concept of remuneration is integrated with the company's human resources strategy and the company's overall business strategy. These ideas must be constantly communicated among the staff so that people can form a common understanding, and the following policies and systems will be easily accepted by everyone.

In terms of salary increase, we should explain clearly to employees why we choose such a salary adjustment range, what kind of market data and actual operation and strategy of the company are based on, and then make clear the influence of different positions and different achievements in the process of raising salary, and so on, dispel the concerns and conjectures of employees.

In this process, principles and procedures are always fair, and the amount of remuneration is confidential.

What is the salary for enterprises facing difficulties?

If the business performance is good or the funds are sufficient, raising salary is not a big problem, so long as the operation is proper.

However, when the operating efficiency of the enterprise is not very satisfactory, when the salary increases, the manager of the enterprise will be in trouble.

First, enterprises have to deal with the issue of raising salaries.

Compared with any other cost, human cost is the biggest elasticity of input and output.

Bill Gate said that if he had to take away the one hundred Microsoft Corp now, he could rebuild a Microsoft.

Niu Gensheng built up a Mengniu industry by relying on some of his colleagues who worked in Ili.

Now the industry has reached a consensus that manpower cost should be regarded as human capital, and the appropriate input to it may bring a very substantial return.

So even if the business is difficult, the salary increases are all right. Of course, it depends on how to grasp the relationship between the salary increase and the business operation.

Second, salary increases should be matched with the talent strategy of enterprises.

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Enterprises must first survive, which is the source of income for all employees.

If an enterprise wants to survive, it must first try to mobilize the initiative of the strategic talents of the enterprise, such as the senior and middle managers, the technical backbone personnel or the front-line sales personnel.

According to the 28 principles of management, 80% of the enterprise's efficiency is created by 20% key talents. When the company's resources are limited, the resources have to be tilted to the most influential personnel.

In the actual operation process, we must deal with the problem of fairness, because people who do not enter the "strategic talent team" may have a sense of loss. If they are not handled well, they will create an unfair sense within the enterprise and affect the operation efficiency of the whole enterprise.

After all, every post has its irreplaceable role.

There are two tasks to be done: first, establish a scientific and reasonable post evaluation system combined with the company's business strategy; use this set of job evaluation tools to objectively and impartially evaluate the value of the various posts within the enterprise; the factors of job evaluation are consistent with the business strategy of the enterprise, and ensure that the higher value of the company's posts is scored.

But it must be evaluated at the same scale, so that employees feel that doing so is reasonable and fair. It is for the sake of the development of the whole enterprise, rather than man-made inequity.

Two is to combine the results of the market pay survey to determine the salary standards of different positions, and the important posts in the market will naturally have higher pay levels.

When the company adjusts its salary, it is based on the market and avoids the influence of human factors as much as possible.

Third, strengthen performance appraisal and salary incentive system.

The pformation of manpower cost into human capital must be based on effective incentives.

If the salary system lacks incentive function and does not conform to the actual operation of the enterprise, the manpower cost invested will only be the cost, it will not bring the due reward, even will play a negative role.

Therefore, it is very important to make good use of the lever of performance appraisal and salary incentive to maximize the value of every penny invested, especially in the case of limited resources.

The "raise salary era" is a competitive environment that enterprises have to face. The issue of raising salaries is not only a difficult problem for enterprises like Li Yi, but also a challenge for many enterprises.

When enterprises are faced with challenges, only those enterprises who are good at conducting business operations and are good at internal management, and are good at using limited salary resources to motivate personnel, are more likely to remain invincible.