1. Marketization concept: Marketization concept emphasizes the relationship between salary and market supply and demand and the competitive environment. According to market research and industry data, determine the market salary level of the corresponding position as a reference to attract and retain employees with relevant skills and experience. This concept focuses on keeping in line with market competition and aims to ensure that the organization can attract competitive talents.
2. The concept of internal fairness: The concept of internal fairness emphasizes the establishment of a fair and equal salary system within the organization. According to the responsibilities, requirements and performance of the post, determine the salary difference between different posts to ensure that employees get fair salary under the same work value and performance level. This concept pays attention to the sense of fairness and motivation among internal employees, aiming at improving employee satisfaction and organizational cohesion.
3. Performance-oriented concept: The performance-oriented concept emphasizes that salary is linked to employees' performance and contribution. According to the employee's work performance and performance evaluation results, give corresponding salary rewards or adjustments. This concept focuses on encouraging employees' performance improvement and development, aiming at improving employees' work motivation and performance level.
These salary design concepts are not mutually exclusive, and many factors are often considered comprehensively in practical application. For example, market orientation and internal fairness can be combined to ensure competitive salary and fair and reasonable salary difference among internal employees. Or combine performance orientation with market orientation, and flexibly adjust the salary level according to the performance of employees and market competition. The idea choice of salary design should be determined according to the organization's values, strategic objectives and human resource management strategy, and be consistent with the overall human resource system of the organization.