The role of salary management is very important for every enterprise. In this society, the competition of every enterprise is, in the final analysis, the competition of talents. Only by doing a good job in salary management can it help. Let employees play a better role. Let me share the role of salary management.

The role of salary management: 1 (1) psychological motivation.

From the psychological point of view, salary is a psychological contract between individuals and organizations, which affects employees' work behavior, attitude and performance through their perception of salary, that is, it has an incentive effect. According to Maslow's five-level demand theory, we can find that employees' demand for salary is manifested in five levels: first, employees' expected salary can meet their basic needs; Second, employees expect their wage income to be more stable or the stable wage income will increase; Thirdly, employees expect their wages to be equal to those of their colleagues and be treated fairly; Fourth, employees expect to get higher salary than others, as an affirmation of personal skills and work value; Fifth, employees expect themselves to get the salary needed for a richer and higher quality life, so as to enter a freer life state and fully realize their personal values.

Generally speaking, after employees' low-level salary needs are met, there will usually be higher-level salary needs, and employees' salary needs often coexist at multiple levels. Therefore, enterprises must pay attention to meet the salary needs of employees at different levels at the same time.

From the perspective of motivation, the higher the satisfaction of employees' higher-level salary demand, the greater the incentive effect of salary on employees. On the other hand, if employees' salary demand is not met, it is likely to have many negative consequences, such as slackness, low work efficiency, tense interpersonal relationship, rising absenteeism and turnover rate, declining organizational cohesion, and decreasing employees' loyalty to the organization.

In fact, according to the statistical results of many enterprises' surveys on employee satisfaction and organizational commitment, at this stage, employees' satisfaction with the salary system and salary level of enterprises is generally not very high. This situation exists not only in enterprises with low salary level, but also in some enterprises with high salary level. It involves the gap between employees' psychological expectation of salary and the actual salary of enterprises. Other things being equal, enterprises that can't meet employees' reasonable salary expectations are prone to low employee satisfaction and high turnover rate, both in China and abroad.

(2) the role of economic security

From the perspective of economics, wages are actually the price of labor and a factor of production. Its function is to make the market allocate the labor force, especially the scarce human resources with necessary knowledge, skills and experience to various purposes. Therefore, the final performance of salary is the contract of supply and demand between enterprises and employees. Enterprises create market value through the labor of employees, and enterprises provide economic returns for their contributions to employees. Under the condition of market economy, wage income is the main source of income for the vast majority of workers and plays an irreplaceable role in ensuring the life of workers and their families. Of course, the guarantee of salary to employees is not only to meet the basic survival needs of employees, but also to meet the development needs of employees in entertainment, education and self-development. In a word, the salary level of employees has a great influence on the living conditions and lifestyles of employees and their families.

(3) the role of social information

For employees, the information transmission function of salary is also a very important function. This is because, in modern society, because people frequently flow between enterprises and even between regions, the signals used to determine a person's social status in a relatively stable traditional society, such as age and family power, gradually weaken, and salary, as a market information in a mobile society, well illustrates a person's position in society. In other words, besides its economic function, the salary level of employees is actually sending a message to others, and people can determine the family, friends, occupation, education level, living conditions, even religious beliefs and political orientation of specific employees according to this information.

Moreover, within an organization, the relative salary level of employees often represents the position and level of employees within the organization, thus becoming a signal to identify employees' personal value and success. Therefore, employees' concern about this signal actually reflects their concern about their own value in society and within the organization. In this respect, the social information function of salary can not be ignored.

The role of salary management 2 (1) The role of salary management in the management of the whole organization

1. Salary management is an important embodiment of managers' humanistic management thought.

The reward of paid labor is the compensation for all kinds of labor consumption of workers, so the wage level is not only an affirmation of the labor value of workers, but also directly affects their living standards. The so-called humanistic management thought is to respect the needs of human capital owners and relieve their worries. It is hard to imagine that an organization advocates people-oriented, but its salary system can't guarantee the basic living standards of its employees. With the improvement of material living standards, managers should not only ensure the basic living of employees, but also adapt to the all-round development of society and individuals, provide more comprehensive living security, and establish a salary system suitable for the level of economic development.

2. Salary strategy is one of the basic strategies of the organization.

An organization has many sub-strategies, such as market strategy, technology strategy and talent strategy, among which salary strategy is the most important part of talent strategy, so it is also one of the basic strategies of an organization. An excellent compensation strategy should play four roles for the organization:

(1) attract outstanding talents to join;

(2) Retaining key employees;

(3) Highlight the key business and post of the organization;

(4) Ensure the realization of the overall strategy of the organization.

3. Salary management affects the profitability of the organization.

Wages are rewards for workers and costs for organizations. Although we can't simply look at salary from the perspective of cost, it is undoubtedly direct to maintain labor productivity, effectively control labor costs, and give full play to the greatest role of established salary in increasing organizational profits, enhancing organizational profitability, and thus improving competitiveness.

(B) the relationship between salary management and other human resources management links

Salary management is also closely related to other human resource management links.

1. The relationship between salary management and job analysis.

Job analysis is the basis of salary design, especially for the post salary system, and it is also a necessary prerequisite for establishing an internal fair salary system. The job description formed by job analysis is the basis for job evaluation to determine the salary level, and most of the job evaluation information comes from the content of job description. Even in the skill wage system, job analysis is still of great significance, because the evaluation of employees' skills is still based on their work.

2. The relationship between salary management and human resource planning.

The relationship between salary management and human resource planning is mainly reflected in the balance between supply and demand of human resources. The change of salary policy is an important means to change the internal supply of human resources. For example, increasing the amount of overtime pay can encourage employees to increase overtime hours, thus increasing the supply of human resources. Of course, this requires strict control of normal working hours.

3. The relationship between salary management and recruitment.

Salary management has an important influence on recruitment. Salary is one of the important factors that employees consider when choosing a job. A higher salary level is conducive to attracting a large number of candidates, thus improving the recruitment effect. In addition, recruitment will also have an impact on salary management, and the number and structure of employees are the main factors that determine the increase of the total salary of the organization.

4. The relationship between salary management and performance management.

There is an interactive relationship between salary management and performance management. On the one hand, performance management is one of the foundations of salary management, and the implementation of performance compensation needs to make an accurate evaluation of employees' performance; On the other hand, giving different incentive pay in time for employees' performance will also help to enhance the incentive effect and ensure the binding nature of performance management.

The role of salary management. The difficulty of salary management Salary management is the most different part between theory and practice in human resource management. Learning the theoretical knowledge of salary management is almost insignificant for human resource managers. This is mainly because salary management has the following three characteristics:

1, sensitive salary management is the most sensitive part of human resource management, because it involves the vital interests of every employee in the company. Especially when people's quality of life is not very high, salary directly affects their living standards; In addition, salary is a direct reflection of employees' working ability and level in the company, and employees often measure their position in the company through salary level. Therefore, the salary issue will be very sensitive for every employee.

2. Privileged salary management is a human resource management project with the least employee participation, which is almost the privilege of the company boss. Bosses, including enterprise managers, believe that employees' participation in salary management will increase the contradictions in company management and affect the interests of investors. Therefore, employees know almost nothing about the company's salary management process.

3. Particularity Due to sensitivity and privilege, the salary management of each company will be very different. In addition, because there are many different management types in salary management itself, such as post salary, skill salary, seniority salary, performance salary, etc., the reference of salary management between different companies is very small.

Second, the importance of satisfaction and the determinants of employees' satisfaction with salary management are the most important standards to measure the level of salary management. It is the fundamental purpose of salary management to make employees satisfied with salary and let employees work better for the company. The higher the employee's satisfaction with salary management, the more obvious the incentive effect of salary will be, and the better the employee works, the higher the salary will be, which is a positive cycle; If employees' satisfaction with salary is low, they will fall into a negative cycle, leading to employee turnover. Employees' satisfaction with salary management depends on the comparison of social average level and the fairness of salary. Social average comparison means that employees will compare their salary level with that of the same position in the same industry. If they find that their wages are above average, their satisfaction will increase, and if they find that their wages are below average, their satisfaction will decrease. One of the main tasks of salary management is to evaluate the value of positions in the market and determine the salary standards that can attract employees. Fairness refers to the degree of equality that employees feel after comparing their wages with those of other employees. Improving fairness is the difficulty of salary management. In fact, it is impossible for the human resources department to satisfy all employees at this point. The reason why many companies implement the salary secrecy system is to prevent employees from knowing the salary level of other employees and reduce their recognition of the fairness of salary management. In addition, if there is no recognition of fairness, it will be difficult for employees to recognize the relationship between salary and performance, thus reducing the effect of performance appraisal.