How Do I find the Salary Range for a Position?

A salary based on position (value). Competitive salary is mature and widely used basic salary design. Mainly based on the position as the reference basis for basic salary, it is easy to achieve equal pay for equal work, but the scope of application of position compensation is relatively narrow, only applicable to traditional industries and management positions.

Position salary

1. Position analysis (ie job analysis)

2. Job evaluation (that is, based on the job information provided by the job analysis, evaluate the value of the job and establish an organization's job value sequence)

3. Salary level selection (based on

1. The salary structure is unreasonable, and employee income is not effectively related to the quality and quantity of work.

The implementation of the hierarchical salary system only focused on the requirements of the post for people, but did not fully consider factors such as knowledge and skills, which inhibited the enthusiasm of knowledge-based employees. In the company's existing compensation system, the relatively fixed salary portion still accounts for a large proportion, the bonus coefficient between different positions is not large, and the impact of bonuses as performance wages is very limited. improve.

However, the actual situation is that many contributing employees often have no chance of promotion because of limited promotion places. In this way, employees in the same position hold almost the same compensation despite huge differences in performance. This kind of income egalitarianism will seriously hurt the enthusiasm of employees, and will increasingly become the bottleneck of enterprise development.

2. There are too many salary levels, and salary growth depends on promotion.

The most direct result of this phenomenon is bloated organization, unclear responsibilities, and low efficiency. There are dozens of files or even hundreds of files from general grass-roots employees to senior managers, and promotion from one post to another requires a whole dozen or even decades according to normal procedures. Limited management positions are far from meeting the needs of employees. In order to solve the problem of salary stagnation of knowledge-based employees caused by narrow promotion channels, the company had to promote a large number of cadres, which is obviously not the correct way to solve existing problems.

3. Restrict the improvement of employees' knowledge and skills.

Due to the strict hierarchical structure, the decision-making chain is too long. If a problem occurs in the first line, the information is transmitted to the upper layer through formal channels. After the upper layer makes a decision, the solution reaches the first line through the formal channel. This top-down decision-making method through formal channels makes it difficult for front-line employees to creatively solve problems based on their own knowledge and skills. If they are properly empowered to solve problems, not only will they be more effective, but employees' knowledge and skills can also be improved through continuous problem solving.

4. Lack of transparency and incentives.

Transparency of pay actually conveys a message to employees: people with high pay have their own reasons, and people with low pay have their own deficiencies. However, in practice, some companies adopt a confidential salary system, which not only leads managers to waste management costs, but also does not play an incentive role.