Analysis Of The Unscientific Salary System

In general, the salary system is a salary system that determines the remuneration level according to the level of the company according to the complexity, accuracy, degree of responsibility, burdensome degree and labor conditions.

In a broad sense, the salary system includes the salary system.

Here, the salary system mainly refers to the basis of remuneration making and the formulation of all kinds of personnel.

The salary system refers to how to determine its composition after the specific individual pay level is determined; the two systems form an organic salary system together with other compensation elements.

Enterprises of different nature

The specific structure is different because of different emphasis. The basis for determining different focuses is the object of payment.

The object of remuneration is the most basic content and the most important content of remuneration. It refers to the most fundamental basis for payment.

Usually there are three paying objects: seniority, post and function.

The remuneration system is the fundamental criterion of remuneration based on the object of remuneration.

What is the emphasis on, and encourage employees to develop in any direction?

The salary system is the fundamental law of the enterprise's remuneration and the foundation and foundation of other components of the salary system.

The unscientific formulation of salary system is the root cause of other "illness".

There are two ways of expression: in a long history of the company, it is shown that seniority is the main payment object; promotion and salary increase are based on personal service seniority, leading to people's fixed posts instead of posts; while under the pressure of market competition, overtime as a main means of adjusting the remuneration of fresh blood with relatively high level of cultural education causes the company's salary conflict to intensify, which ultimately leads enterprises to be uncompetitive and unfair to the internal system.

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The salary system refers to the composition of remuneration, that is, which parts of a person's work remuneration are constituted.

Generally speaking, the remuneration of employees includes the following major parts: basic salary (i.e. salary), bonus, allowance, welfare and insurance five parts.

1, the salary.

In the company, the basic pay difference between employees is obvious, generally can rise or fall, showing strong rigidity.

Problems often arise in enterprises include the following two aspects: some of the positions are substantially lower than the market level; the difference in personal income depends mainly on overtime; some senior seniors are overpaid and have lost their flexibility in the remuneration of these people.

2, bonus.

The salary reflects part of the performance of the employees is performance bonus, and the salary reflects the economic benefit of the company as part of the benefit bonus.

The lack of performance bonus and benefit bonus results in the disconnection between remuneration and performance and economic benefits.

3, allowance.

The allowance is unreasonable, lacking compensation for some special jobs, and losing the flexibility of remuneration.

4, welfare.

Welfare should be an interest that everyone can enjoy, and it can give employees a sense of belonging.

Welfare emphasizes its long-term nature, integrity and planning.

The imperfections of welfare system and the lack of overall planning are often a waste of funds without effect.

5, insurance.

Insurance is also a kind of welfare. It is a guarantee for long-term interests or a prevention of emergencies. Social insurance is also mandatory.

In some companies, social insurance is an additional burden, which makes employees feel insecure and long-term interests are not guaranteed.

At the same time, the sudden accidents of employees are not prevented.

Salary system is an important part of enterprise human resource management.

Flexible and effective salary system plays an important role in motivating employees and maintaining staff stability.