What Is Remuneration Management?

The salary management system, as the most effective incentive to protect and improve the enthusiasm of employees, is an indispensable part of the modern enterprise management system. Only when an enterprise operator stands at the height of business management and systematically understands the positioning, management objects and implementation methods of the compensation system, can it fully grasp the management role of the compensation management system in the enterprise.

Salary management system

This entry lacks an overview map . Supplementing related content makes the entry more complete and can be upgraded quickly. Come on!

The salary management system, as the most effective incentive to protect and improve the enthusiasm of employees, is an indispensable part of the modern enterprise management system.

1. Analysis and appraisal of job, responsibilities and incumbent competence and skills

2. Establish a flexible work configuration culture and system within the organization

3. Establish a team-based compensation plan

4. Determine the indicators of assessment behavior and results

5. Establish an employee support plan

State-owned enterprises still have insufficient understanding of the salary management system!

Great progress has been made in the reform of state-owned enterprises.

1. Salary level is lower than market level and industry level.

The salary level in the market and between industries is the key factor that affects the salary level of enterprises ^[1]

The mechanism of the salary management system is manifested by its restraint mechanism on organizational members and

First, the salary level is lower than the market. This is also a relatively common phenomenon in unreasonable salary management. In this case, the company's salary management has no market competitiveness at all. Of course, it is also extremely unfavorable for companies to attract and retain talents. ^[2]

Establishment of salary management system

First of all, in view of the lack of sorting and optimization of the organization during the development process of the enterprise, some important functions are missing or weakened, and the responsibilities are unclear. The organization optimization and function diagnosis need to be used to cross the functions of the department. , Missing, redundant or misplaced "to correct the hidden costs and internal consumption of enterprises.

Secondly, based on the clear responsibilities of the department, based on the actual characteristics of the company, carry out job analysis to form a set of personalized tools.

Thirdly, the post value is evaluated. Based on the evaluation results, the company should conduct a comparative analysis of internal and external salary data, and then design the salary level of each level in combination with the company's strategy and cost control strategy, and finally form a salary level table.

Finally, the salary structure is designed in accordance with the characteristics of the enterprise, all posts are divided into several sequences, and targeted salary structures are designed according to the characteristics of different job sequences. For example, for R & D technology and project management personnel, skills allowances can be added to encourage employees to continuously improve their personal skills and open up professional and technical personnel development channels.

Performance management and salary management system are inseparable

The effective combination of performance management system and enterprise salary management system can better achieve the purpose of "attracting talents, retaining talents, and motivating talents". So, how to play its joint role, human resource managers can go in five steps:

The first step is to design a performance appraisal system. Form the company's "horse racing mechanism" to achieve performance pressure transmission.

In the second step, on the basis of clarifying the company's performance evaluation system, the company's performance indicators are decomposed and implemented into each department to achieve the company's overall control of department performance.

The third step is to develop performance indicators for job evaluation. "Fit to the job system", different levels of employees can be evaluated through different combinations of indicators, and finally form a performance evaluation table for key positions.

The fourth step is to clarify the assessment organization, assessment relationship and assessment cycle on the basis of setting performance assessment indicators.

The fifth step is to unify the staff's understanding of assessment and operation methods to ensure the effective introduction and implementation of the plan.