Enterprise salary design should support business strategy and talent planning, and let every employee understand what the rules of the game are in company salary management.
Find any employee and ask him: Who has a high salary in our company? Why give them high salaries? How can I get a raise?
A truly healthy concept of salary requires that ability and performance should be paid together, open and transparent.
2) Handle internal fairness.
The salary inversion of new and old employees can be said to be a social problem. Although there is no perfect solution, contradictions can be adjusted by some means.
For example, let new employees share the theme in the advantageous areas, and ask new employees to find the shortcomings of enterprise management problems during the probation period and provide their own solutions and ideas; In the same way, let old employees recognize the ability of new employees.
At the same time, the old employees need the care of the company, and the company should give them a "statement". For example, Procter & Gamble will award excellent service rings to employees over 65,438+00 to protect their careers in the company.
3) Solve external competition
High salary will naturally attract most outstanding talents, but after all, most enterprises do not have such conditions. ? We might as well make more adjustments from the salary structure.
Think more about how to determine the salary structure. Bonuses, personal rewards, benefits, employee subsidies, allowances and even annual meetings can all be the most effective supplements to wages.
4) salary structure design
The design of salary structure includes fixed floating ratio, salary content, grade difference and width.
Before judging whether the salary structure design is reasonable, we need to understand the key elements of the salary structure:
The first element is breadth, which embodies the personnel strategy and growth strategy. If it is a manufacturing enterprise, most of the staff are concentrated at the grassroots level, and the width should not be too high, otherwise the salary cost will be too high; If it is a high-tech enterprise, the width should be enough, because the salary is determined by the ability.
The second factor is the degree of overlap, which reflects the relationship between horizontal and vertical. The salary of many Japanese-funded and Korean-funded enterprises is narrow-band, and the salary of superiors is definitely higher than that of subordinates; In Internet companies, the salary overlap rate of superiors and subordinates is basically above 60%, and there is no relationship between superiors and subordinates, only the position ability relationship.
The third factor is grade difference, which is a problem of difference strategy and personnel structure. How big is the gap between department managers and ordinary employees? In the internet industry, the salary of senior engineers is even higher than that of department managers and project managers; But in insurance companies or financial companies, this possibility is not great, depending on the company's different strategies.
5) Implement wage filing? After the salary structure design is completed, the next step is "post value evaluation". When determining salary by ability, enterprises are required to establish a reasonable evaluation mechanism of ability and quality.
6) Performance docking
Salary and performance are inseparable. If an enterprise has no performance management policy, we should leave a performance interface when doing salary reform.
The specific performance policies are different, so it is difficult to give a standard answer here;
But please remember one sentence: the salary model requires grading by post, positioning by market, getting salary by ability, getting bonus by performance, and the final bonus is related to performance management; Combined with the company's business strategy, just put the fixed floating ratio and personal bonus design in.
7) Interest matching
It is difficult for wages to keep growing. At this time, allowances and benefits and employee care have become the most effective supplements. How to design different reward forms and ways at the same cost, so as to maximize the income, is a compulsory course for salary HR.
When doing external competition research, we should also consider the interests of competitors, and it is best to know the amount of each interest in detail.
Everyone has different needs at different stages, some benefits may be more valued by young people, and some benefits are for doing big things with small money.