Interpretation Of The "Infernal Affairs" Rule Of Corporate Salaries

< p > "is it worth the extra effort of my company? Is there any reward for my efforts?" "what is the ability of the employees? If he gives him a high salary, will he work hard?" every day, the company is playing Infernal Affairs, the leading role is the staff and the boss. Salary is like a thorn in the minds of employees and bosses. Found the equilibrium point, two people are comfortable, on the contrary, the pain is the same. < /p >
< p > how to realize the balance between human capital expenditure and enterprise development has become a problem for most business owners. Long Lirong, a professor of management at Huazhong University of Science and Technology, thinks that in the process of development, the salary system should be focused. < /p >
< p > "generally speaking, < a href=" http://www.91se91.com/news/index_c.asp "> enterprise salary < /a > has its own rules in the market, but the core determinant is supply and demand. Long Lirong analysis, if the talent is scarce talent, the salary must be high. However, if the supply exceeds demand, the salary will not be high enough. In recent years, the pay of college students has been declining. < /p >
< p > dragon says that in the formulation of remuneration, three principles are generally followed: self equity, external equity and internal equity. In the formulation of specific remuneration, Long Lirong said that enterprises should design a compensation system suitable for the development of the enterprise at this stage and effectively support their competitive strategy according to their different stages of development and the current competitive strategy. < /p >
< p > strong > A, initial stage: < a href= "http://www.91se91.com/news/index_c.asp" > high salary "/a" > /strong > /p >
< p > because newly established enterprises usually need to invest a large amount of funds to produce and sell products and services, they often need a large number of excellent production and technical personnel and sales personnel. However, as enterprises start up, the competitiveness of talents is still very weak in general, so they can only rely on higher pay levels to attract outstanding talents. < /p >
< p > in addition, in the initial stage of enterprise, the main business processes and organizational structure are not stable, the duties are not clear, there is often a phenomenon of multiple jobs or overlapping of duties, leading employees are often entrepreneurial enthusiasm rather than reputation and formal status, which will dilute the internal fairness of pay. < /p >
< p > therefore, in the initial stage, the liquidity of enterprises is relatively tight. In order to reduce the financial burden of enterprises, the overall pay rigidity should be small at this stage, that is, the proportion of basic wages and benefits is small, and the proportion of performance bonus is large. < /p >
< p > strong > B, fast growing period: appropriately raise < a href= "http://www.91se91.com/news/index_c.asp" > welfare < /a > /strong > /p >
< p > first, due to the expansion of the scale of enterprises, enterprises began to attach importance to the construction of rules and regulations, and the main business processes and organizational structure are becoming more and more stable, and enterprises gradually enter the stage of standardized management. < /p >
< p > in addition, the demand for excellent talents is greatly increased. In order to obtain excellent talents, the external competitiveness of remuneration is particularly important. < /p >
At this stage, enterprises begin to raise basic wages and increase welfare on the one hand; on the other hand, because enterprises are in active expansion and encourage individual contributions, performance bonus based on personal performance accounts for a large proportion of P. < /p >
< p > strong > C, mature stable period: strengthening internal fairness < /strong > /p >
< p > in the mature and stable period, the enterprises pay more attention to the internal fairness of the salary, and no longer emphasize the external competitiveness. Because of the more standardized internal management at this stage, it is easier to establish a position based pay system. Moreover, employees pay more attention to the internal fairness of compensation. Enterprises in this period must pay special attention to the internal fairness of salary. < /p >
< p >, therefore, the basic wage that the enterprise pays to the employees is very high, the welfare is the most, and the performance bonus is relatively small. In addition, due to the further expansion of the market, it is difficult to develop on the strength of individual employees. It is necessary to rely on team work. At this time, enterprises must emphasize organizational efficiency and teamwork, and pay special attention to team remuneration that reflects team contribution. < /p >