Inventory Method To Maximize The Benefits Of Salary Increment

< p > < strong > 1, clarify enterprise < a href= "http://www.91se91.com/news/index_c.asp" > core competitiveness < /a > /strong > /p >

< p > through analysis, we can find out the core competitiveness of enterprises, find the core technology that depends on the core competitiveness of enterprises and the team of employees who master core technologies. Only in this way can we really consider the core competitiveness of our enterprises in the incremental allocation of salaries, and play a role of incremental pay.

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< p > < strong > 2, carry out the analysis of employees' income < /strong > < /p >

< p > income analysis is the basis and basis for reasonable allocation of incremental remuneration. Making good income analysis can clarify the gap between the existing salary incentives and analyze the income of various teams, especially the team representing the core competitiveness of enterprises, so as to effectively allocate the salary increment.

The income analysis mainly includes two aspects, the fairness of the internal staff and the competitiveness of the external salary.

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< p > < strong > 3, straighten out < a href= > http://www.91se91.com/news/index_c.asp > core talents < /a > salary elements < /strong > /p >

< p > core talents reflect the core competitiveness of enterprises, but we must express the core personnel's salary increment through the elements representing the core competitiveness, that is, we should clarify the core salary growth elements and reasonably allocate the salary increment.

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< p > only by clearing up the core work of the core talents and defining the form of core talents' work can we set a definite target, draw up a clear salary incentive orientation, and commend the activities of the core personnel.

For example, a scientific research oriented enterprise must regard the scientific research capability and scientific research achievement as the best factor for the salary increment distribution.

A production oriented enterprise must regard technological innovation and product development as the factor of salary increment distribution.

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< p > < strong > 4, and gradually increase the core competitiveness factor < a href= "http://www.91se91.com/news/index_c.asp" > incentive < /a > /strong > /p >

< p > salary increment incentive is a gradual process, especially for the state-owned enterprises with a strong planned economy and big pot, we should gradually increase incentives through various ways to ensure the continuity and effectiveness of incremental salary incentives.

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< p > < strong > 5, pay attention to the incentive of salary increment < /strong > < /p >.

< p > in an enterprise, if the salary increment can not be separated from the gap, it is bound to fail to motivate the employees, and the staff complain so much that it is difficult to mobilize the enthusiasm of the staff.

The allocation of salary increment should be well done, and the gap of salary increment should be appropriately opened, which embody the elements of remuneration, attract excellent talents, and encourage excellent employees to innovate continuously.

The incentive salary increase can increase the sense of responsibility of the excellent staff, arouse enthusiasm and enthusiasm for work, and create an enterprising and enterprising enterprise atmosphere.

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P > < strong > 6. The evaluation and evaluation of < /strong > < /p >

< p > salary increment should embody the elements of the enterprise's remuneration, and embody fairness, rationality and competitiveness. This requires enterprises to establish a scientific evaluation system.

Through the scientific evaluation of employees who master core management and technical elements, we can achieve relative performance and incentive to ensure internal fairness.

To increase the income of employees with good performance under the same conditions, to encourage them to achieve good results again, and to help and improve employees with poor performance is conducive to improving and improving their performance.

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< p > < strong > 7, do well the staff ideological work < /strong > /p >

< p > according to the remuneration factors, the level of remuneration should be reflected and the incremental level should be determined according to the contribution of performance. In the relatively popular state-owned enterprises, it is bound to cause some employees' dissatisfaction and discomprehension.

The income gap will be bigger than expected. This requires our business managers to do a good job in the ideological stability of the staff. We should constantly publicize, publicize the culture of honesty, fairness and hard work, and define the fair standards of the enterprises.

Using salary increments to tell employees how I should work hard, using salary increments to indicate how employees can create value for enterprises.

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< p > < strong > 8, develop a good team culture < /strong > < /p >

< p > how the core value of an enterprise is organically combined with the employee's personal behavior is a question of corporate culture.

In terms of remuneration growth, we must establish a good corporate culture, so that we can know what the enterprise is concerned about, what we should pay attention to and the value of the enterprise.

It is our continuous promotion and advocacy that employees should agree with the value of enterprises.

Just imagine that a harmonious, average and conservative corporate culture is bound to show a concept of guarantee, average and big pot in the salary distribution. There will be no difference in salary. The growth of salary does not reflect the core competitiveness of enterprises.

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