• <abbr id="ck0wi"><source id="ck0wi"></source></abbr>
    <li id="ck0wi"></li>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li><button id="ck0wi"><input id="ck0wi"></input></button>
  • <abbr id="ck0wi"></abbr>
  • <li id="ck0wi"><dl id="ck0wi"></dl></li>
  • Home >

    Analysis Of The Problems To Be Noted In The Introduction Of Broadband Pay

    2014/3/10 12:43:00 13

    Broadband SalarySalary DesignWage Management

    < p > 1., define the enterprise's < a href= "http://www.91se91.com/news/index_c.asp" > human resources < /a > strategy.

    The ultimate goal of the remuneration system is to promote human resources management and serve the strategic objectives of enterprises.

    To implement broadband salary, enterprises should first systematically sort out the enterprise strategy, analyze the core competitiveness of enterprises, clarify the core values of enterprises, and quantify them as indicators, and establish a human resource strategy on this basis.

    The salary system established in this way may have a clear purpose of existence. That is, according to the enterprise strategy, with the salary incentive, the staff should be strengthened to promote the implementation of the enterprise strategy.

    When introducing the new salary mode, strategy selection, plan formulation, scheme design, salary payment and staff communication should be closely linked to the enterprise human resources strategy. It is necessary to pay attention to salary in line with the enterprise's human resources strategy and action to improve the core competitive advantage of the enterprise.

    < /p >


    < p > 2. recognize industry characteristics and competitors.

    The characteristics of the industry are mainly embodied in the technical characteristics of the industry and the competitive pattern of the industry.

    The technical characteristics of the industry are mainly embodied in the two forms of manufacture and service, and the requirements of these two forms on the salary system are naturally different.

    The most basic intention of an enterprise to design remuneration is to provide more competitive remuneration than competitors and compete with rivals for excellent human resources.

    So it is self-evident to find out the salary pattern and design plan of the competitors.

    < /p >


    < p > 3. should be combined with < a href= "http://www.91se91.com/news/index_c.asp" > enterprise management < /a > mode and organizational hierarchy optimization.

    Under the line function system, the Pyramid type organization structure needs to adopt the hierarchical salary pattern.

    Flat organizations should compress the hierarchy and emphasize teamwork. They need less range and larger floating range.

    If we want to implement broadband pay in the traditional organizational structure, the result may not be ideal.

    Therefore, if we want to introduce broadband salary, we should optimize and reform the management mode and organizational structure of the enterprise to prepare for its application.

    < /p >


    < p > 4. reasonably determine < a href= "http://www.91se91.com/news/index_c.asp" > salary < /a > band, distinction grade characteristic design salary.

    In order to combine the scale of the enterprise, the core competitiveness and the enterprise strategy, it is necessary to determine how many wage belts should be designed, and the demarcation point should be designed between the wage belts.

    Each wage band should provide different quantitative assessment indicators for personnel skills and performance.

    Different job positions and different levels of quantitative assessment indicators should be different, should reflect individual needs.

    The salary fluctuation range in each wage band should be determined according to the objective data obtained from the salary survey and the result of the job description. The standard of gradation should be based on the contribution rate of different levels and positions to the enterprise strategy.

    To evaluate jobs horizontally, the design targets should be able to facilitate the rotation of horizontal jobs in broadband to enhance organizational adaptability.

    < /p >


    < p > 5., we must do well in job qualification and wage rating.

    When broadband salary is introduced, it is necessary to establish corresponding qualification system in a timely manner, clarify the wage rating standards and methods, encourage employees to be sharp, and at the same time increase the pay gap to limit the rise of mediocrity employees' salaries. They can also formulate punitive measures to deduct the remuneration of employees with poor performance, thus limiting the unrestricted rise in salary as a whole.

    < /p >


    < p > 6. enterprises should have the conditions to introduce broadband salary.

    The enterprises adopting broadband salary mode should have some basic conditions: first, technological factors such as technology, innovation, management and other intellectual factors have an advantageous supporting role for the development of enterprises; the initiative and creativity of employees have obvious positive correlation with enterprise performance; two, the human resource management system is sound, the employment system and the salary system have a higher degree of marketization; three, the basic management of enterprise management is relatively solid, and has the technical conditions and data base for implementing broadband pay mode.

    < /p >


    According to the above basic conditions, technical and innovative hi-tech enterprises and foreign trade enterprises are more suitable for broadband salary management mode, while labor intensive enterprises are not necessarily suitable for P.

    < /p >


    < p > in short, the feasibility analysis should be carried out according to the competitive strategy, the current organizational structure, the cultural background of the enterprise and the development stage of the enterprise, so as to decide whether it is suitable for the broadband salary system.

    < /p >

    • Related reading

    Analysis Of Two Important Factors Affecting Recruitment

    Personnel and labour
    |
    2014/3/9 22:27:00
    12

    Introduction And Characteristics Of Broadband Salary System

    Personnel and labour
    |
    2014/3/9 22:16:00
    17

    Personnel Management Needs To Be Expected To Take Advantage Of Others.

    Personnel and labour
    |
    2014/3/9 21:58:00
    8

    Six Steps To Implement Strategic Workforce Planning

    Personnel and labour
    |
    2014/3/9 21:38:00
    8

    Three Characteristics Of Recruitment Management In Excellent Enterprises

    Personnel and labour
    |
    2014/3/8 17:18:00
    14
    Read the next article

    The Successful Code Of Interview In The Field

    The success of the interview can compensate for a certain degree of previous written examination or other qualifications such as academic qualifications and professional deficiencies. Many people failed in their job search and lost in the interview. So, what preparations should be made for the interview and what should I pay attention to if I want to interview successfully? Today, the world clothing shoes and hat net Xiaobian shares with you the successful rules of interview, which help you over

    主站蜘蛛池模板: 日韩亚洲欧美在线观看| 高清无码一区二区在线观看吞精| 男女一进一出猛进式抽搐视频 | 把女人的嗷嗷嗷叫视频软件| 国产精品免费精品自在线观看| 免费无遮挡无码视频网站| 久久久久国色av免费观看| 男女拍拍拍免费视频网站| 欧美伦理三级在线播放影院| 国产精品成人扳**a毛片| 亚洲免费观看在线视频| 亚洲综合精品香蕉久久网| 欧美黑人肉体狂欢大派对| 女性一级全黄生活片在线播放| 国产91精品久久| 久久亚洲国产精品五月天婷| 适合男士深夜看的小说软件 | 日本b站一卡二不卡三卡四卡| 国产精品jizz在线观看网站 | 国产精品亚洲专区一区| 亚洲第一区二区快射影院| freexx性欧美另类hd偷拍| 精品无码av一区二区三区| 无码无套少妇毛多18pxxxx| 国产区图片区小说区亚洲区| 亚洲中文字幕不卡无码| 182tv在线观看国产路线一| 欧美牲交a欧美牲交aⅴ图片| 在线精品无码字幕无码av| 人妻少妇看A偷人无码精品视频| 一级一级女人真片| 精品国产福利在线观看一区| 奇米影视7777777| 亚洲成aⅴ人片| 麻豆久久婷婷综合五月国产| 成年女人a毛片免费视频| 国产99视频精品草莓免视看| 一区二区三区四区在线观看视频| 精品无码久久久久久久久| 夜夜夜夜猛噜噜噜噜噜试看| 亚洲色大成网站WWW尤物|