Interpretation Of The Five Major Trends Of Salary And Welfare In 2014

　 1: Salary system Stronger, flexible and diversified

After 90, as the new generation of the workplace, it will bring many new elements to the enterprise. The independent post-90s personality is not easy to control employees. The generation gap between the upper and lower levels, the low level of subordinates and the hard to improve loyalty make the 90's new workplace people easily become one of the unstable factors. Among them, career prospects, training development, learning and training opportunities, welfare and working environment are the common concerns of post-90s. All these put forward higher requirements for the flexibility and diversification of the salary system.

　 Two: staff development and learning plan become the best compensation supplement.

The new force in the workplace is not keen on the absolute value of pursuing salary, which puts forward higher level for enterprises. Administration At the same time, it also gives enterprises some space to reduce labor costs. Employee development and learning opportunities are more likely to attract job seekers' attention than the same cost pay. Projects such as opportunities to communicate with other excellent companies and opportunities to go abroad can greatly supplement the short pay of enterprises. Unlike simple salary, these welfare projects often have a very heavy corporate culture, which is very helpful to strengthen communication and tacit understanding between employees and enterprises.

　 Three: employee care is part of welfare.

As the fruits of fruits shared by employees and employees, compensation has been given more meaning in today's corporate culture. Nowadays, employees, as an important part of enterprises, have been on the stage after a long period of neglect. In the form of simple money, the relationship between employees is simply turned into a trading relationship, while caring for employees gives more humane factors. Enterprises have begun to evolve into another form of "family" in society, which first needs to be built on ethical ties.

　　 Four: team work Employee involvement deepens

The manpower cost of enterprises is in the process of continuous rising. This means that the resources invested equally. In order to get equal income, enterprises must improve the efficiency of cost transformation, and the salary system is the improvement of the efficiency of the salary system. Teamwork and employee involvement are key. In fact, the quantitative relationship between remuneration and employee output is no longer illusory, and remuneration as an investment can be fully realized. A salary system that accords with the stage of enterprise development, industry characteristics and personnel structure can be designed to maximize employee motivation. Employees will not only complete their work, but also actively participate in the company's business strategy, process improvement and customer maintenance. In addition, the era of Guanghua believes that team work will often produce the effect of 1+1>2, and the content of the work will also exceed the result of simply increasing the number of people. Therefore, encouraging team cooperation and encouraging team innovation is one of the main ways to improve the effectiveness of salary management.

　　 Five: balance of pay process results

Compared with the fairness in pursuit of pay results, enterprises are more inclined to provide a fair, just and open pay competition platform and salary distribution system. A fair result sharing environment should first guarantee equality among all the members of the sharing: if there is no way to build "the curtain of ignorance", let participants participate in decision-making. It is hard to say that the present system is more equitable in the distribution of interests, but in the process of equity between outcome fairness and process equity, enterprise managers have taken an important step.