Four Major Contents Of Salary Design

As an important and core content of the enterprise, the salary design not only affects the salary management, but also affects the stability and long-term development of the enterprise.

With the continuous improvement of salary management, the remuneration design of enterprises is correspondingly easier, but there are still some things that can not be ignored.

The so-called "marching war" requires good military strategy, and the remuneration design of enterprises is not isolated.

The salary design needs to be organically combined with the development strategy, the staff needs and the external environment of the enterprise, and the enterprise must decide the salary level according to the current economic benefits and the sustainable development.

Humanized is the important principle of the enterprise salary management, of course, it is also the core content of the enterprise salary design.

Of course, people-oriented is to identify employees' values as the basic premise, what the enterprises encourage, what to let employees know at a glance, and pay the design through correct values management.

Generally speaking, fairness in salary design is relative. However, the inevitability of differentiation is inevitable, and the key is to find a balance between the two.

In fact, many times in the design of enterprise's remuneration, such as equal pay for work is unavoidable, because even if the job is the same, the job skills and attitudes of employees are different.

Generally speaking, there are mainly two kinds of pay gaps: first, the pay gap of different posts; and second, the pay gap of employees at different levels in the same post.

The first difference can be solved through job evaluation; the second case is based on job evaluation, and it should also consider the staff's ability and quality, staff's contribution to the enterprise and other factors to make specific judgments.

Salary design is directly related to the development stage of enterprises and the corporate culture advocated by them. To tell the truth, they should not be separated from each other. Of course, many private enterprises may not have their own corporate culture at all, so this is also an important reason for their difficulty in salary design.