An expert believes that enterprise management is "stick and carrot" in the final analysis. Foreign related research shows that a talent can only play 20% of his ability without incentives and constraints, and can play 80% of his ability with incentives. The relationship of 1∶4 is the magic of a perfect incentive mechanism. In other words, an enterprise can quadruple the "scale" of employees and quadruple the output value without adding one person! And salary incentive is the most basic and important "carrot". ■ "Invisible and intangible incentives are unreasonable, and bosses and employees will feel bored." When it comes to salary system, Liu Xiangyue, general manager of Yifeng Pharmaceutical, expressed his simple understanding of this issue. A month later, on July 18, Liu Xiangyue will hold the management debriefing meeting of Yifeng in the second quarter of this year. It has been three years since the salary evaluation extended from Hunan headquarters was held in Shanghai. "At that time, management at all levels should talk about what you did and didn't do in the past three months in front of the whole company; What problems have been solved and what problems have been missed-as long as you do well, you should raise your salary according to the system process, and vice versa. " In fact, the tense debriefing sounds not so "terrible"-"At first, everyone was not used to it, but now the three-month self-summary has really made everyone's work more systematic," Liu told reporters. In his view, although the system is not perfect, it is "very practical" for motivation and management. "Employees can clearly see how much their efforts can pay off, so I often say that this is a carrot that is completely within reach and does exist." He said. "Shop assistants are divided into junior, senior and senior levels, and the wage difference of each level is 100 yuan; So are cabinet leaders, store managers and managers. " For store employees' salary directly linked to performance, like Shanghai Yifeng, Jiangxi "Happy People" also adopts the most direct means of "cash incentive". Liang Yongqiang, the chairman of "Happy People", obviously knows the way of "happiness": "We evaluate all employees once every six months, and those who meet the requirements and are particularly excellent will get a promotion in level and a corresponding salary increase. After all, for these grassroots employees, wage income is still the most real. " "In fact, in chain pharmacies, the salary system should be designed separately for ordinary employees and management, but one thing is certain, that is, all employees should feel that the salary system of the enterprise is fair and reasonable." Xu Shuai, the general manager of Beijing Jiashitang drugstore chain Co., Ltd., tried to make the taste of "fairness and reasonableness" spread throughout Jiashitang. "Every year, cachet headquarters will tailor a performance target for each store, including sales, gross profit and profit, according to the size of the store, operating conditions and personal performance of employees. For stores that complete their tasks on schedule or even over schedule, the headquarters will give the store manager certain authority, and they will pay bonuses according to the usual performance of the clerk. " As the general manager of cachet, Xu Shuai thinks it is necessary to share the profits of enterprise growth with employees. "When the store benefits and per capita performance are good, it can reach about 1500 yuan; If the profit growth rate in the store is high, the performance salary of employees will also increase, which is very important to stimulate the enthusiasm of employees. " At Yifeng, everyone in the management is being assessed-the financial indicators of the company and departments, key plan indicators (kpi) for solving key and difficult tasks, daily work and customer satisfaction are the basis for assessing its quarterly and annual performance. "According to different functional departments, the weights of the four indicators are also different. We have a hard score and a strict score for completing the' written pledge to fulfill a military order'. At the same time, we also consider the influence of seasonal climate factors such as Spring Festival and rainy weather. In short, everything is to make our salary as reasonable as possible. " Liu Xiangyue said frankly. ■ From "salary" to "reward" "Our understanding of the salary system is a process. Although the' happy people' have developed well in recent years, the understanding and formulation of salary is still being explored. " Xiao Yan, manager of human resources department of Happy People Pharmacy, told the reporter that there was no human resources department when Happy People opened its business on August 3 1 2002. At that time, the recruitment of personnel was completed by the office and the salary was decided by the boss. It can be said that the salary management at that time was very irregular and extensive. However, the rapid development of enterprises soon put the sensitive issue of salary on Liang Yongqiang's desk. "In 2003, with the increase in the number of stores, we realized that pharmacies would really be in big trouble if the profit distribution was not fair enough." Liang recalled. As a result, in mid-2003, the embryonic form of "happy people" salary system began to appear. "First, the salary system has been improved, and the salary level has been set according to the positions of clerk, counter leader, store manager and manager." Xiao Yan said. Based on Xiao Yan's personal experience, it is not difficult to find similar versions in the development history of major chain pharmacies. "In fact, you will find that in pharmaceutical retail enterprises, the heads of human resources departments appear more and more in important meetings of the company, and often sit next to the boss, which shows how important the work of this department is." Xu Shuai said. When more and more drugstore owners began to wake up on the issue of salary system, deep thinking about "salary" and "reward" gradually became common. "Jiashitang's staff training has always been relatively solid. I never think that salary means all the incentives for front-line employees, although it is very important. For shop assistants who are in direct contact with customers, rich professional knowledge will bring the value recognition of customers and colleagues, which is often more surprising than the incentive effect of salary. " Xu Shuai said. Therefore, while improving the salary system, Christie's began training including service skills and pharmacy expertise. Whether it's internal training of the company, category training of drug suppliers, or various functional examinations that encourage employees to participate, employees' own treatment and personal development will change after each examination. "Employees are willing to learn from the heart, because they can see a series of benefits brought by the improvement of skills and quality, both material and spiritual." "Getting exercise and development is the ideal of every employee of happy people and the goal of our human resources department." Xiao Yan said that for some time, the company has cultivated the team spirit and coordination ability of employees through outward bound training; Broaden employees' horizons and enhance cohesion by organizing employees to travel abroad; Cultivate employees' love and sense of social responsibility by organizing employees to carry out public welfare activities; Stimulate employees' strong enterprising spirit through a good development platform and employment mechanism. "Coupled with the continuous improvement of wages and benefits,' happy people' can attract many outstanding talents." "Besides money, I think spiritual satisfaction is more attractive," Liu Xiangyue said. "Store employees have to deal with end customers every day. For the demand of' safe, effective and economical' pharmaceutical services, we are consistent with consumers' judgment on the value of shop assistants. For example, if the customer has stomach acid, you need the professional knowledge of' combined medication', not only Omeprazole which can inhibit the secretion of stomach acid from the source, but also Tahiti comprehensive treatment, and more importantly, the so-called' stomach acid viscosity' combined treatment can be effective. Otherwise, customers will question the brand and professional services of pharmacies. "To this end, Yifeng's salespeople will take the professional knowledge examination held by the company every month. First prize 80 yuan, last 80 yuan. " Although money is only a lever, through the adjustment of this lever, employees learn the real skills, customer satisfaction is also improved, and the hidden dangers of drug use are reduced. Is there any reason not to insist? "Liu said confidently. Beijing zhenglue junce enterprise management consulting co., ltd. 15 industry salary survey, the report in 2007 still focuses on the pharmaceutical industry. According to the survey data in 2006, 465,438+0% of the enterprises participating in the survey chose attractive salary and 29% chose good personal career development opportunities. As for "the most effective way to attract and retain excellent employees from the job itself", the survey clearly shows that "for excellent employees, the planned training plan attracts the most obvious effect, followed by meaningful and creative work content. "■ It is not a omnipotent" 3e ",that is, external fairness, internal fairness and personal fairness, which are the highest principles of salary design." Talking about reasonable salary design, Kang Zhen, chairman of Beijing Pharmaceutical Society, believes that "the total salary only has the function of' health care' to a great extent, that is, the total salary only determines whether employees will stay or not; The scientific salary structure and proportion are really exciting. How the salary of employees is constituted, and the proportion determines the degree of efforts of employees. " Professor Zeng Xiangquan, Dean of the School of Labor and Personnel of China Renmin University, who expressed the same view on this issue, pointed out more directly, "In fact, salary should be the sharpest and best tool in enterprise management, but now many business leaders only regard salary as the cost of the enterprise. Based on this understanding, business leaders are thinking about how to control costs. They never thought that if bonuses are distributed in other ways, the incentive effect on employees will be different. This reflects the depth of an enterprise leader's understanding of the concept of compensation. " "The more terrible problem now is that quite a few enterprises regard salary as the only means or the most important means to motivate employees. I believe that under the reward, there will be brave people. As long as the salary is high, everything will be easy. Raising wages has become the best way to solve people's problems, so what we are seeing now is that the turnover of chain pharmacies and even the entire pharmaceutical industry is very frequent, which is very harmful to the long-term development of industries, enterprises and individuals. " Kang Zhen said worriedly. Zhang Xun, a consultant of Beijing Foreign Enterprise Taihe Enterprise Management Consulting Co., Ltd., also noticed such a situation. "It is often seen that in order to dig people, some enterprises promise an annual salary of several hundred thousand yuan to one million yuan, even far exceeding the salary of the company boss." Zhang Xun believes that the consequence of this is, first of all, it will seriously deviate from a company's salary curve, resulting in the company being unable to formulate a reasonable salary policy. Furthermore, causing dissatisfaction among other employees in the company, especially those with similar positions and the same level, leads to the earthquake in the company, which is undoubtedly equivalent to handcuffing yourself. For a position, what matters is not how good a person you have found, but a suitable person. At the same time, even if you want to find useful people through high salary, you should make clear the salary structure and payment conditions in advance. "We don't encourage enterprises to develop in the direction of' negotiating companies'." Liu Xiangyue clearly expressed his attitude towards the frequent high salary in this industry. "Yifeng has a clear post compensation system. We generally don't dig people with high salaries, and we don't like others to negotiate with us with irregular high salaries." Liu Xiangyue said that the salary system gradually explored from practice is the "baby" for Yifeng to test the water. "We will not shake the seriousness and fairness of the whole system just for one person. Even if it is a very good scarce talent, we will only promise for one year. Because we don't believe who is the immortal emperor, we believe that the system governs people. Hehe, you are changing.