Company: Increase Wages Through Overtime Work

There is no doubt that overtime pay has a large proportion in personal income.

However, through the payment of overtime wages to solve the difference in wages and salaries, there will be many drawbacks in engineering and auxiliary departments.

This is because:

1, as the proportion of overtime wages in the total wage is larger and sometimes even calculated in multiple terms, many department heads do not adjust their employees' overtime according to the actual work needs, but rather misuse the overtime pay as a means to adjust employees' wage income.

2, the unified fixed overtime system can not deal with the needs of overtime work elastically, resulting in egalitarianism, and can not reflect the principle of distribution according to work.

The overall overtime cost is too large, resulting in lower overall income of employees.

It shows the inequity of internal distribution and the larger income disparity with the market.

3, most employees will use fixed working hours as the main parameters when they compare their income levels.

From a fixed working time point of view, the company has a long working time, and the company with responsibility system usually works 8 hours a day and works overtime without compensation when the task is urgent.

Therefore, a company with a responsibility system must have a fixed working time, but a lot of work is accomplished.

The contribution of employees to non scheduled working hours should be considered in the form of personal performance in the annual salary adjustment.

Four, the organizational structure is lagging behind, and the position is not clear.

Due to the lack of scientific and objective evaluation criteria, job definition is not clear and job descriptions are formalistic.

The promotion and salary increase are basically based on the subjective grasp of managers, and nepotism and popularity are the main causes.

1, the same person may even rise three grades, but they are engaged in the same work; 2, the staff engaged in the same work in the Department can have several different levels, and the difference of salary is five or six times; 3, a supervisor in the productive department can only manage ten workers, while an assistant supervisor has several assistants at its subordinate level, who are responsible for managing hundreds of people; 4, a two hundred person can have more than 40 management personnel.

Job ambiguity leads to the unequal rights and responsibilities of each person, thereby making internal.

A serious loss of balance has aggravated the wage conflict.

As a result of payment, the cleaners can get higher salaries than the university students, and also form a strange thing that the income difference between the two people in the same job is different.

The income level of seniority employees is quite different from that of the market level, which is generally low, resulting in frequent loss. Employees with longer seniority are higher than the market level, and there is a continuous growth and lack of control.

1, long term employees are generally low on the level of education required by the job requirements, but this part

Experience is good and relatively stable, with less loss.

2, although most of the seniority employees are in line with the requirements of the job, most of them are highly mobile and have little accumulated experience.

3, the experienced and experienced employees lack the education level, and the education level meets the requirements of the employees' shallow experience. This leads to a serious imbalance in the quality of the company's personnel and a lack of successors, which has a negative impact on the long-term development of the company and is difficult to improve the overall corporate culture and management level of the company.

Therefore, a company that pursues efficiency will encourage the continuous contribution of employees, but never let the wages of one person or so be paid.