As one of the forms of value distribution, salary should follow the following four principles.
First, the principle of competitiveness
According to the investigation of the market salary level, the salary level of the post which is far from the market level should be adjusted to some extent, so that the company's salary level has certain market competitiveness.
Second, the incentive principle
Break the wage rigidity, enhance the wage flexibility, and closely combine the employee's income with the company's performance and personal performance through performance appraisal, thus stimulating the employee's enthusiasm.
Third, the principle of fairness.
The design of salary management focuses on establishing a reasonable value evaluation mechanism, and under the unified rules, the final income of employees is determined by the performance appraisal of employees.
Fourth, the principle of economy
The increase of labor cost corresponds to the increase of the total profit of the enterprise, and the increase of salary cost can trigger employees to create more economic value and realize sustainable development.
1. What are the principles of salary management?
Salary management principles Enterprises and personnel management must follow certain salary management principles in salary management, and achieve the principles of fairness, moderation, balance and * * * in order to effectively motivate employees. 1. competitive principle: the overall income level is in the middle and upper reaches of the market and has strong external competitiveness. 2. The principle of fairness: formulate strict salary differentiation standards and form a standardized system to avoid human factors leading to salary differentiation. 3. Incentive principle: adjust the salary structure reasonably according to the nature of the post, increase the proportion of variable income and improve the incentive effect of the salary system. 4. Performance-oriented principle: the income level of employees should be linked to performance in an all-round way, and the level should be based on performance, and the "distribution according to contribution" should be strictly implemented. 5. The principle of sufficient gap: comprehensively increase the income level of employees and strictly distinguish employees with different importance and performance. 6. Humanization principle: bonus, welfare and other factors should fully consider the diverse needs of employees, try to avoid one size fits all, and embody the characteristics of "people-oriented". 7. Dynamic principle: The overall salary structure and salary level of the company should be adjusted in time according to factors such as operating efficiency, salary market conditions and changes in macroeconomic factors, so as to actively adapt to the needs of enterprise development and human resources development.
What is salary management? What principles should salary management follow?
Basic principles of salary management
As one of the manifestations of distribution value, salary design should follow the principles of distribution according to work, giving priority to efficiency, giving consideration to fairness and sustainable development.
fair
According to the size of the responsibility, the required level of knowledge and ability, and the different requirements of the nature of the work, the salary reasonably reflects the value differences of different levels, different departments and different positions of the enterprise. External competitiveness
Only by maintaining the competitiveness of enterprise compensation and benefits in the industry can we attract outstanding talents to join.
perform
Salary must be closely related to the performance of enterprises, teams and individuals. Different performance appraisal results should be accurately reflected in the salary, so as to realize employees' self-fairness, thus ultimately ensuring the realization of the overall performance goal of the enterprise.
motive
Pay-oriented, enhance the incentive of wages, and stimulate the enthusiasm of employees through the design of incentive wage units such as dynamic wages and bonuses; In addition, different salary channels should be designed and opened, so that employees in different positions have equal promotion opportunities.
ability to pay
To determine the salary level, we must consider the actual payment ability of the enterprise, and the salary level must be consistent with the economic benefits and affordability of the enterprise. The growth rate of labor cost should be lower than the growth rate of total profit and labor productivity. With an appropriate increase in wage costs, employees can create more economic added value, protect the interests of investors and achieve sustainable development.
term of validity
The design of salary system should be carried out within the scope permitted by relevant national and regional labor laws and regulations.
maneuverability
The salary management system and salary structure should be as easy to understand as possible, so that employees can understand the original intention of the design, so as to standardize their behavior according to the guidance of enterprises and achieve better work results. Only a simple and clear system flow will be more operational and conducive to rapid promotion and management.
flexibility
When the enterprise changes in different development stages and external environment, it is necessary to adjust the salary management system in time to adapt to the change of environment and the requirements of enterprise development, which requires the salary management system to have certain flexibility.
adaptability
The salary management system should be able to reflect the business characteristics of the enterprise itself and the nature, region and industry characteristics of the enterprise, and meet the requirements of these factors.
In order to achieve the above goals, the salary system design must follow the above nine principles and carry out a series of work in detail to make the scheme feasible, widely accepted and well implemented.
What are the principles of salary management?
First, the principle of fairness-this is the first principle of designing salary system and managing salary.
External rights and interests-the salaries of similar positions in enterprises in the same industry or the same region or size should be roughly corresponding.
Internal fairness-the salary of different positions in the same enterprise is directly proportional to their respective contributions, and only when the proportion is consistent will it be considered fair.
Fairness of employees-Enterprises should pay employees who have completed similar jobs roughly the same salary according to their personal factors, such as performance and education.
Group fairness-at the same time, we should pay attention to the following three points: 1. The salary system of enterprises should be guided by clear and consistent requirements and based on unified and interpretable norms. 2. The salary system should be democratic and transparent. 3. Enterprises should create equal opportunities and fair competition conditions for employees, and guide employees to turn their attention from equal results to equal opportunities.
Second, the principle of competitiveness-the salary level of enterprise core talents should be at least not lower than the market average.
Third, the incentive principle-embodies the principle of distribution according to work and contribution.
Fourth, the principle of economy-subject to economic constraints, the salary level of employees should also be linked to the performance of employees.
5. The principle of legality-in line with national laws and policies, China's legal construction needs to be filled, bridged and enriched.
What are the basic principles of enterprise salary design and management?
Salary is one of the most distributed value forms, and its design should follow the principles of distribution according to work, giving priority to efficiency, giving consideration to fairness and sustainable development.
Salary design principles:
Internal fairness
External competitiveness
Correlation with performance
motive
ability to pay
term of validity
maneuverability
flexibility
adaptability
Salary management principles:
1. The principle of compensation requires that employees be compensated for the expenses of clothing, food, housing and transportation necessary to restore their working energy, as well as the expenses paid in advance by employees to obtain their working ability and physical development.
2. The principle of fairness requires that employees' performance, ability, labor intensity, responsibility and other factors should be fully considered in salary distribution, and the requirements of external competitiveness and internal consistency should be considered to realize internal fairness, external fairness and personal fairness.
3. The principle of transparency is to open the salary scheme.
4. The fierce principle requires that wages be linked to employees' contributions.
5. The principle of competition requires that salary is conducive to attracting and retaining talents.
6. Economic principles require comparing input and output benefits.
7. The principle of legality requires that the paid system does not violate national laws and regulations.
8. The principle of convenience requires simple content structure, simple calculation method and simple management procedure.
References:
MBA Baidu entries "salary system design" and "salary management".
What are the principles of salary management?
The basic principles for constructing the salary system are as follows: 1. The principle of fairness-this is the first principle for designing the salary system and managing the salary. 1. External fairness-The salaries of similar positions in enterprises in the same industry or the same region or size should be roughly corresponding. 2. Internal fairness-the salary of different positions in the same enterprise is directly proportional to their respective contributions. Only when the proportion is consistent will it be considered fair. 3. Employee Fairness-Enterprises should pay employees who have completed similar jobs roughly the same salary according to their personal factors, such as performance and education. 4. Group Equity-The salaries of different task groups in an enterprise should be directly proportional to their respective performance levels. At the same time, we should pay attention to the following three points when designing: 1. The salary system of enterprises should be guided by clear and consistent requirements. And there are unified and interpretable norms as the basis. 2. The salary system should be democratic and transparent. Enterprises should create equal opportunities and fair competition conditions for employees. And guide employees to turn their attention from equal results to equal opportunities. Second, the principle of competition-the salary level of enterprise core talents should be at least not lower than the market average. Third, the incentive principle-the principle of distribution according to work and distribution according to contribution. Fourth, the principle of economy-the salary level of employees should also be linked to the performance of employees. Fifthly, the principle of a legally prescribed punishment for a crime conforms to the national laws and policies, and the legal system construction in China needs to be filled, bridged and enriched.
What basic principles should the salary management system follow?
The principle of compensation requires supplementing the expenses of food, clothing, housing and transportation necessary for employees to restore their work energy, and compensating the expenses paid in advance by employees because of their work ability and physical development.
The principle of fairness requires that employees' performance, ability, labor intensity, responsibility and other factors should be fully considered in salary distribution, taking into account external competitiveness and internal consistency, so as to achieve internal fairness, external fairness and personal fairness.
The principle of transparency is to open the salary scheme.
The incentive principle requires that wages be linked to employees' contributions.
The principle of competitiveness requires that salary is conducive to attracting and retaining talents.
Economic principles require comparing input and output benefits.
The principle of legality requires that the salary system does not violate national laws and regulations.
The principle of convenience requires simple content structure, simple calculation method and simple management procedure.
References:
MBA Baidu entry "salary management".
How to determine the basic principles in salary determination?
The basic principles for determining wages are as follows
Internal fairness
According to the size of the responsibility, the required level of knowledge and ability, and the different requirements of the nature of the work, the salary reasonably reflects the value differences of different levels, different departments and different positions of the enterprise.
External competitiveness
Only by maintaining the competitiveness of enterprise compensation and benefits in the industry can we attract outstanding talents to join.
Correlation with performance
Salary must be closely related to the performance of enterprises, teams and individuals. Different performance appraisal results should be accurately reflected in the salary, so as to realize employees' self-fairness, thus ultimately ensuring the realization of the overall performance goal of the enterprise.
motive
Pay-oriented, enhance the incentive of wages, and stimulate the enthusiasm of employees through the design of incentive wage units such as dynamic wages and bonuses; In addition, different salary channels should be designed and opened, so that employees in different positions have equal promotion opportunities.
ability to pay
To determine the salary level, we must consider the actual payment ability of the enterprise, and the salary level must be consistent with the economic benefits and affordability of the enterprise. The growth rate of labor cost should be lower than the growth rate of total profit and labor productivity. With an appropriate increase in wage costs, employees can create more economic added value, protect the interests of investors and achieve sustainable development.
term of validity
The design of salary system should be carried out within the scope permitted by relevant national and regional labor laws and regulations.
maneuverability
The salary management system and salary structure should be as easy to understand as possible, so that employees can understand the original intention of the design, so as to standardize their behavior according to the guidance of enterprises and achieve better work results. Only a simple and clear system flow will be more operational and conducive to rapid promotion and management.
flexibility
When the enterprise changes in different development stages and external environment, it is necessary to adjust the salary management system in time to adapt to the change of environment and the requirements of enterprise development, which requires the salary management system to have certain flexibility.
adaptability
The salary management system should be able to reflect the business characteristics of the enterprise itself and the nature, region and industry characteristics of the enterprise, and meet the requirements of these factors.
What are the basic principles for determining salary? How to build?
Hua Heng Zhixin, a human resources expert, believes that there are four main principles for enterprises to formulate salary:
First, the competitive principle of salary. The payment of wages needs to be competitive, and competitive salary is an important means to attract or promote talents suitable for enterprise development. For example, enterprises want to better improve sales performance and encourage business people to join. If there is competition in treatment, this goal can often be better achieved. However, not all positions need to be competitive in salary, and key, key and strategic positions should be competitive according to the strategic development of enterprises.
Second, the principle of pay equity. It can be understood from both internal and external perspectives. The inherent fairness of salary is the horizontal comparability of income, and the pay and income of the same position should be basically the same; External fairness refers to the fairness of comparison with external peers in the same position;
Third, the principle of salary adjustability. Before, many enterprises did not adjust their wages for a long time, which may satisfy their employees in the first few months. However, with the constant change of employees' ability, the unchangeable salary income will cause employees' dissatisfaction. Therefore, a good salary design should be flexible and have reasonable promotion space. Annual salary of 1000 yuan and 10000 yuan is not a good salary design, but to let employees see the hope of promotion, which is often called broadband salary. Therefore,
Fourth, the principle of organic connection with evaluation. In many enterprises, the salary and assessment of human resources department are two different departments. If there is insufficient communication between the two departments, it will often lead to employees getting more for more work and less for less. The change of performance has not been well reflected in the salary, so we should pay attention to this when designing the salary. The performance of employees should be reflected in the salary, in order to better motivate employees.
To sum up, enterprises should follow the principles of strategic competitiveness, internal and external fairness, variability and linking with assessment when designing compensation, so as to better realize the incentive effect of compensation.
The above are some simple opinions of our successful salary consultation for many years, hoping to help your problem!
Principles of salary grade management
Enterprises and personnel management must follow certain salary management principles in salary management, and achieve the principles of fairness, moderation, balance and * * * in order to effectively motivate employees. Enterprises and personnel management must follow certain salary management principles, such as fairness, moderation, safety, recognition, cost control, balance, * *, etc., in order to effectively motivate employees.