The Concept And Objective Of Salary Management In Enterprises

　　 Salary management As for how important the enterprise is now, the president's learning network no longer says that it is a dynamic management process for the project organization to adjust its remuneration according to the service provided by the employees under the guidance of the development strategy and make timely adjustments to the salary level, the salary system, the salary structure and the salary structure. In addition to increasing material reward, modern salary management pays more attention to the importance of staff motivation. This president learning network will share with you the ideas and objectives of modern salary management.

Salary management Human resources The important content of management has always attracted the attention of the society. This is not only because it is closely related to the immediate interests of employees, but also directly affects the success or failure of enterprises. The president's learning network shares four major objectives of modern salary management.

(1) absorb the excellence of organizational needs. staff 。

Reasonable high remuneration can not only enhance the enthusiasm of the staff to work, but also attract more talents for the future development of the organization.

(2) to achieve the goal of efficiency.

The formulation of the remuneration efficiency goal is essentially to use the right salary to bring the greatest benefit to the organization. It mainly includes two aspects: first, from the perspective of output, that is, salary can bring maximum value benefits to organizational performance; second, from the perspective of input, we must realize the optimal control of remuneration cost, and use the most appropriate cost to maximize the interests of the organization.

(3) play an incentive role.

The essence of remuneration is to provide equal remuneration for the hard work of employees. Only when the employees' pay can get the corresponding remuneration that they can be satisfied, can the employees be more motivated to work and have a vision for the future.

(4) we must try our best to achieve the principle of fairness.

Fairness in salary should be achieved in three aspects: distribution, process and opportunity. Distributive justice means that the organization meets the requirements of fairness in carrying out personnel decision-making and reward measures; process fairness is the standard method that organizations are based on; it should be fair and the process should be open and fair; equal opportunity is that organizations should provide employees with the same development opportunities, and do not engage in implicit rules such as internal customization.

In the aspect of compensation system construction, we should combine with the actual situation of enterprises, adopt flexible and diversified salary distribution methods, and constantly carry out reform and innovation, give full play to the incentive effect of salary, stimulate the potential of employees, and make them willing to contribute to the enterprise.