Manager level: the salary manager is lower than the training and recruitment manager.
According to the salary report of foreign enterprises in 2009, the income of HR department of foreign-funded enterprises and the managers responsible for recruitment and training are at a high level. The market median of total cash income before tax is above 235,000 yuan, and the 90th percentile can reach 284,000 yuan. Managers in charge of compensation will be slightly lower, with a median market value of 206,000 yuan and a 90th percentile value of 232,000 yuan. Compared with the other two types of managers, the pre-tax annual salary gap is between 30,000 and 50,000 yuan.
Geng Junhua of the China Intelligence Human Resources Salary Performance Center believes that the salary gap in this period is mainly manifested in:
First, there are few managers who can recruit or train full-time at the manager level in the market. Enterprises that can specialize in these two positions are often enterprises with relatively large market scale, or they will only use such professional managers when there is a bottleneck in one of these two aspects, so the annual salary is higher. Second, from the perspective of management category and content, training management requires higher requirements and more variables. Nowadays, enterprise management has risen to a new height and level. Most enterprises have raised training to the level of employee career development and senior management ability improvement, and some enterprises even changed their names to "Organization Development Department".
Supervisor level: the salary manager is much higher than the other two positions.
According to the salary report of foreign companies in 2009, the salary of the three HR directors is in great contrast, and the salary director has become the position with the highest annual salary among the directors of HR management module. The median annual total cash income is 6.5438+0.65 million yuan, and the 90th percentile of the market is close to 200,000 yuan. Geng Junhua said that the current situation is mainly due to the fact that salary management is one of the core modules of enterprise human resource management and one of the routine management. People in this position work hard, and overtime is common. Compared with the recruitment supervisor, what needs to be controlled at this time is mainly the recruitment website or headhunting company, and the focus is also on how to use external resources. However, the compensation supervisor has to "both inside and outside". On the one hand, we should participate in the market salary survey or constantly seek market salary data to support the enterprise salary reform; On the one hand, it is necessary to put forward corresponding data and even solutions for the salary changes to be made by HR managers or directors.
Two elements on which enterprise wages are mainly based
According to CIIC's salary survey, there are two main factors for enterprises to set salary for employees:
The first element, enterprise regulations:
Enterprises make their own salary strategy according to their own industry characteristics, development strategy, profitability, investor nature, corporate culture, human resources development ideas, salary ideas and so on.
The second factor, employee differences:
1. Background (including academic qualifications) and work (whether it is related to well-known enterprises) of the graduate school;
2. The employee's work experience (that is, the length of working hours, the work content or projects accepted in the past);
3, employee expectations, including salary negotiation ability (even if this is a hidden rule).
For HR department heads, it is easy to master the above two elements, but the core content of salary management strategy that can motivate HR team to work more effectively and actively is careful observation and timely communication by HR department heads, timely understanding of employees' psychology and activities, and adjusting recognition and encouragement to internal employees at any time.