Should Quanzhou Shoe Company Executives Pay Secrecy Or Publicity?

Last week, the Quanzhou Hongchang Machinery Manufacturing Co., Ltd. launched a democratic and pparent salary system. Recently, a shoe manufacturer in Jinjiang has launched a system of executive pay secrecy, which contrasts sharply with it.

Should the executives' salaries be kept confidential or should they be made public?

The industry of Quanzhou launched a heated discussion: some people say that the wages of senior executives are kept secret, so that the internal struggle caused by staff comparisons can be avoided. Some people say that wages are open and open, which is conducive to fairness and intensity and arouses everyone's enthusiasm.

A secret wage is very common. It is understood that Jinjiang has a "executive pay secret system" of footwear enterprises, a scale of 2000 people.

According to the company executives, after the new executive pay secret system is put into practice, the salaries of all executives are only three, including the boss, the deputy and the total finance. The company knows that the company will no longer issue wage slips, and the wages of each person will be known only when they are checked by the bank.

Because of the implementation of the wage secrecy system, the shoe business owner in Jinjiang has a "painful" experience.

It turned out that their executives' salaries were open.

At that time, he employed a factory director with a salary of one million per year, the highest wage among all executives.

As a result, holding high salary is not conducive to the development of his work.

When the director is in charge of his staff, the employees are not reconciled. They say, "your factory director has a salary of one million dollars per year. You should do it yourself" 1.

Finally, the boss had to publicly cut down the wages of the director and secretly subsided the method in order to calm down the "public anger".

It is reported that the wage secret system is very common among private enterprises in Quanzhou. Among them, the semi open and semi secret pay system is very large. For example, torch Electronics Co., Ltd. and Daniel Knitting Co., Ltd., their general practice is that the post salary is pparent, while for the company's special heavy executives, the boss will implement "covert subsidy" and secretly give more bonus and welfare.

Zheng Fang: "confidentiality can prevent employees from fighting." from a management point of view, confidentiality is better.

Daniel, chairman of Quanzhou Knitting Co., Ltd., Wang Weidao, has heard some bosses.

He said that this is to encourage competent executives, on the one hand, in order to balance the feelings of other employees, while semi open and semi secrecy is the best way to win the best of both worlds.

This gives the boss a greater degree of freedom, and they do not have to explain all wage differentials.

When enterprises need to use the external "brain", they usually need to hire a high person with great money. Can this be done without secrecy?

Zheng Zhonglian, senior training manager of wild field (China) Limited, believes that wage secrecy is better, which can avoid comparisons among executives and cause internal struggle. At the same time, salary is personal privacy, and employees with low pay and poor performance face face saving, and it is difficult to openly accept the income gap, nor do they want to disclose wages.

The chief executive officer of human resources at the Sai Qi Qi sporting goods Co., Ltd. also said that when setting up the post salary standard, it can only be relatively accurate.

No matter how perfect the salary system is, there are always people who think that the evaluation result is unfair.

If employees feel unfair and affect their work, improper remarks will also have an impact on the atmosphere of the enterprise, and will also have conflicts with the relevant personnel of the company, which is not conducive to the development of the work.

Chen Mingyou: human resources director of Da Hao Hao shoes and Clothing Co., Ltd. thinks salary is still open.

"Open, people know the gap, only have the goal of struggle. 1, he said, wage secrecy is actually a cover for the boss, no standard, no reference, is not conducive to mobilizing the enthusiasm of the staff, so that the original salary incentive system is greatly reduced.

"It is impossible to completely keep a secret."

Luo Bao, a bag factory in Huian, said that although his salary is confidential, senior management will ask privately.

Last time, because of a financial staff's disclosure, his salary company knew all about it.

The practice of confidential pay system often occurs in such enterprises. Strong curiosity makes employees inquire about the wages of their colleagues through various channels, so that the newly established secret pay system will soon become pparent. Even if a strict confidentiality system is established, it is difficult to prevent such phenomena and sometimes even misconduct.

In fact, the implementation of pay publicity is a message conveyed to employees: there is no need to hide the salary system of the company. The high salary people have high sense. Low people also have their own shortcomings. If they are dissatisfied with their salary, they can make comments or complaints.

Luo Qingfeng, President of new hunter luggage and Light Industry Co., Ltd., also said that a fair and reasonable salary system and system should be fair, because an effective salary system should not only reflect the performance of each employee and the value of employee posts, but also enable each employee to clearly define their own development direction within the enterprise.

Through the rising salary channel, it reflects the employee's career rise channel, so that every employee in the enterprise can have short-term goals and long-term goals of career development, thus making continuous efforts.

The public is good for secrecy. Professor Yan, a professor of Quanzhou Normal University and a human resource expert, I think openness is better than secrecy, and its advantages outweigh its disadvantages.

Because the open salary system can fully reflect the value of each employee's position, reveals the space for the promotion of the job pparently, and reveals the way of career development.

Today, with the enhancement of talent marketization and competition, a reasonable salary system helps to condense internal talents and attract outside talents, and is conducive to delivering fair information to employees in order to get corresponding returns. It can make internal communication more effective, reduce miscommunication and enhance employee trust.

Of course, if the salary system itself or the actual operation is defective, it is also convenient to find, feedback and improve the satisfaction of employees through smooth channels.

Therefore, in implementing the pay publicity system, I suggest that Quanzhou enterprises should further improve the performance appraisal system, establish a good corporate culture, and advocate a good communication mechanism in enterprises.

In addition, we should establish a variety of open incentive mechanisms, do a good job in employee career planning, truly "people-oriented", so as to better attract talents and retain talents.