Your salary is not determined by HR. At a seminar held by China Net last week, the speech of human resources experts made many newcomers in the workplace wonder: "Didn't I talk to HR about salary for nothing when I applied?" In fact, although more and more enterprises have changed their personnel departments into human resources departments and set up the position of salary manager, the salary of employees cannot be determined by HR, but is influenced by more and more factors.

Therefore, knowing how to determine your own salary is a good reference for newcomers to do a good job in career planning.

Job evaluation is different from job analysis.

Newcomers in the workplace usually misunderstand "job evaluation" and think that job evaluation is a concept. To know whether the post setting is reasonable or not, what kind of people should be chosen to work in such a post. But this is not the case. Job evaluation is actually a way for a company to determine its internal salary management system. It is not set for recruitment, and the more accurate definition is: adopting a consistent and fair method to determine the relative value of posts according to their overall contribution to the organization, so as to realize the internal fairness and external competitiveness of the salary management system. Many newcomers in the workplace should actually understand job evaluation as "Jobanalysis", that is, job description, which is a concept related to recruitment.

Seven elements determine the salary level.

According to Zhang Shouchun, former salary manager of human resources headquarters of Lucent Group, now more and more companies adjust their salary standards through job evaluation. However, whether the consulting company is invited to do this evaluation or the human resources department does this evaluation itself, the selected evaluation elements are basically the same as those of the evaluation team members.

A job evaluation system usually includes seven elements: impact on enterprises, job qualifications, scope of responsibilities, difficulty in solving problems, supervision and management, communication skills and environmental conditions. Most of these factors have little to do with personal qualities. Personal ability only involves "work experience" and "communication ability", accounting for only 24% of the total. Therefore, whether a position is important in the company, or whether your salary is high or low, are the other five contents, which are evaluated by the post evaluation team organized by the human resources department. The members of this evaluation team generally include HR, finance, company vice president, benchmarking department manager (usually the department with the largest number of employees in the company) and the head of the evaluated department. It will take these people two months or more to do a good job evaluation of the company, come up with a plan to adjust the salary system, and incorporate it into the so-called "rank map". The rank chart lists the salaries of all positions in the company in a table according to the rank, so you can know at a glance how much a position (someone) earns and how much room for future salary increase.

What's the difference between IBM and Microsoft's salary strategies?

Both IBM and Microsoft are world-renowned IT companies, but the salaries of employees in these two companies are obviously different. IBM's low-end jobs have high salaries, while Microsoft's high-end jobs have high salaries. Why is this? Zhang Shouchun believes that the marketing strategies of the two companies are different.

IBM pursues exquisite operation and hopes that the product price will be more competitive. Its talent strategy focuses on company training. In order to attract outstanding graduates to work in the company, the salary is relatively high. However, as the position rises, the salary may no longer be the same as that of other companies in the market. On the other hand, Microsoft has adopted a product strategy. This puts higher demands on R&D talents. Their talent strategy is to "plunder" the middle and high end, and accordingly their salary must be set higher to attract talents.

The salary strategies of these two companies represent a law of salary formulation in many companies at present-the company's development strategy is an important factor in determining the salary level. It is necessary for newcomers to understand this, so as to be more clear about the importance of themselves or their positions in the company.

"Good salary" comes from good career planning.

In the era when job evaluation is becoming more and more popular, the salary within the company represents the importance of the position and whether the future development space of the individual is broad. Zhang Shouchun believes that salary should include non-cash income, mainly including company training, vacation and social reputation. As a newcomer to the workplace, we should pay more attention to non-cash income. Many well-known companies attach great importance to the experience of job seekers when recruiting. People with experience in big companies will have different qualities, which increases the bargaining chip for job hunting. Therefore, job seekers should do a good job planning. For your first job, it depends on your income, but it depends more on whether your ability and knowledge have improved in your work. This is the most precious wealth. Because the most important thing about salary is scarcity and irreplaceable work.