10 Wage Negotiations That Need To Be Addressed Most

< p > in the face of your favorite talents, how should HR talk about salary? What skills should be mastered in terms of salary? < /p >
< p > below is the 10 most concerned problem of HR: < /p >
< p > < strong > 1, the salary company that the applicant wants can not give, how to negotiate? < /strong > < /p >
< p > answer: salary negotiation should achieve two goals: first, attracting and encouraging talents; two, ensuring the fairness of internal staff. These two points are the starting point of salary negotiation, and we must grasp the balance between them. Adhere to the internal standard of remuneration negotiations, the salary level is far below the market average level, resulting in the phenomenon of "seeing a dead light". Once the salary comes out, the applicant is scared away, or after a round of "seesaw warfare", it has been close to the market level. However, the applicant has already had a great frustration in the process of salary negotiation, and has also lost the original trust and confidence to the enterprise. Finally, it leads you to "duck flying to the mouth", which is a thankless job. Salary should embody the market value of candidates, including their quality, ability, experience and past performance. If the candidate is experienced and competent, the remuneration level should be raised correspondingly, otherwise it will be reduced appropriately. The key is to see whether the company's pay standards are flexible. If the company is really talented, it can consider applying for special treatment to the leadership. < /p >
< p > < strong > 2, a good < a href= > http://www.91se91.com/news/index_c.asp > salary design < /a > What are the most basic items of the plan, for example, what are the wages? < /strong > /p >
< p > answer: designing remuneration package can be divided into 7 steps. (1) preparatory work for salary reform; (2) clarification of salary strategy; (3) job evaluation or level ranking; (4) compensation data collection and depth analysis; (5) salary structure design; (6) welfare design; (7) design of the operation system of salary management. < /p >
< p > as for wages, what is the wage structure? From the point of view of wage structure, there are post wages (ensuring employees' basic livelihood), performance pay (ensuring employees' work well), welfare wages (guaranteed employees can not walk), skill wages (humanized management needs) < /p >
< p > < strong > 3, the applicant asked how much the salary was, and how much to turn to the correct answer. < /strong > < /p >
Answer: P: before answering these questions, we must know the bottom line and the maximum ceiling of the company's salary, but tell the applicants only the lower and middle values of the salary range. In this way, we can screen out candidates who have too high salary expectations for the company. On the one hand, they retain the negotiating space, and when they have experienced or qualified applicants, there is still room for upward adjustment. < /p >
< p > < strong > 4. If the applicant wants to know how much the distribution percentage of the broadband salary set is, and how the salary is not implemented in the company, what is the salary in this case? < /strong > /p >
< p > answer: according to the results of the market pay survey, combined with the company's salary policy, determine the corresponding salary range and basic salary and performance wage standard for each rank. The company can divide the salary range corresponding to each rank into employee level, supervisor level, manager level, director level and executive level. The employees of the same rank are in different positions in the salary range according to their different ability level and performance. < /p >
< p > < strong > 5. It seems awkward to talk about salary in the first test, and it can not untie the doubts of applicants. In the whole interview process, is it the beginning or end of the a href= "http://www.91se91.com/news/index_c.asp" talk? < /a > better? < /strong > /p >
< p > answer: the basic position proposal can be directly mentioned in the preliminary test, which will improve the efficiency of recruitment. < /p >
< p > management or technology is arranged according to the rhythm of the interview. You can know the salary demand of the candidates during the interview process and tell the approximate salary range so as to avoid the brain drain caused by the salary problem. < /p >
< p > < strong > 6, how can we talk about salary when we can't identify technical workers during the interview? < /strong > < /p >
< p > answer: 1 for recruitment of technicians, consider whether the operability can increase the actual operational assessment, and organize the evaluation by the employing department, so as to draw a preliminary conclusion on the technical level of candidates, and fix salary according to the company system and job matching degree. < /p >
< p > < strong > 7, recruitment management positions, the boss did not give salary range how to talk about salary? < /strong > /p >
< p > answer: the recruitment of management positions suggests that we should communicate with the person in charge of the company and give a general salary range. However, in many private enterprises, there will be a direct decision of the salary level by the boss or the leader. In view of this situation, you should first know the salary requirements and the original salary information of the candidates and give feedback to the relevant personnel. < /p >
< p > < strong > 8, how do we discuss "a" href= "http://www.91se91.com/news/index_c.asp" > salary < /a > in the interview process? < /strong > /p >
< p > answer: the first thing to pay attention to is to avoid giving up all the cards so as to be unfavourable to the company. Secondly, we can ask their current or previous salary, and do not ask directly the salary that the applicant wants, so that when the other side tells the ideal treatment and the company fails to arrive, it will easily cause the other side to have a negative impact. Third, don't go straight to the topic of salary at the beginning. We should first have enough knowledge of the applicant. If we blindly say the numbers, we will destroy the possibility of negotiation. < /p >
When p < < strong > 9, < a href= "http://www.91se91.com/news/index_c.asp > > interview < /a >, does the job seeker say his salary range, or euphemism to see the company's arrangement? < /strong > /p >
< p > answer: first of all, you should do some homework before the interview, understand the average salary of the job you want to apply in this industry, then you have to know something about the company you are applying for, see if he is in the middle or the middle or lower part of the industry; finally, you have to set an upper limit and a bottom line for your salary, so that you can give the appropriate answer in the interview. < /p >
< p > < strong > 10, how to pay the company's salary during the interview process? < /strong > < /p >
< p > answer: (1) recognize your own value. You must know how much you can contribute to the organization. And let recruiters identify your value. (2) let employers be interested in you, so that they will be more generous. (3) before you start negotiating salary, you must understand the average salary level of the position. You must know as much as you can about the salary range of Target Corp, or the income of the former position. (4) nothing can replace the preparatory work in advance. If you are well prepared, you will be confident and win in negotiations. (5) if you are a job hopper, the salary should be higher than that of the upper unit. < /p >