1 comprehensive salary system. Salary is neither a single salary nor a simple monetary reward, but also includes spiritual incentives, such as excellent working conditions, good working atmosphere, training opportunities and promotion opportunities. This should also be well integrated into the salary system. Internal compensation and external compensation should be perfectly combined, emphasizing that either side is lame. Paying equal attention to material and spirit is a comprehensive salary system advocated at present.
2 Pay is linked to performance. Simple high salary can't play an incentive role, and only the salary closely combined with performance can fully mobilize the enthusiasm of employees. The single rigid salary system has become less and less, replaced by flexible salary system closely linked with individual performance and team performance. The common ways to increase the incentive part of salary are: increasing the ratio of performance salary (bonus) to welfare; Increase the proportion of wage increase (floating wage); Flexible wage system; Take employees as partners in enterprise management; Pay based on skills and performance, not workload.
3. Broadband salary structure. With the decrease of salary grade, the salary of each job grade can cross. Broadband salary structure can be said to be tailored to meet the flattening of the organization. It breaks the hierarchical system maintained by the traditional salary structure, helps enterprises to guide employees to shift their attention from job promotion or salary promotion to personal development and ability improvement, and gives outstanding performers more room for salary increase.
4. Long-term employee incentives and fair pay. The purpose is to retain key talents and technologies and stabilize the workforce. The main methods are employee stock selection plan, stock appreciation rights, virtual stock plan, stock options and so on.
Pay attention to the relationship between salary and team. It is becoming more and more popular to carry out projects as a team. In line with it, it is necessary to design a special incentive scheme and salary scheme for the team, and the incentive effect is better than that of a single person. Team incentive plan is especially suitable for organizations with small numbers and emphasis on collaboration.
6 Refine salary. The first is the refinement of salary structure, diversified, multi-level and flexible salary composition. The salary design of specialized personnel is specialized. In addition, in the process of formulating some indicators, we should also refine them to avoid a "one size fits all" approach. For example, job evaluation and performance evaluation system, job evaluation of different job levels and different nature should be formulated separately.
7 transparency of salary system. Whether the payment method is public or confidential is controversial. However, the voice of supporting transparency is getting higher and higher, and the confidential salary system greatly reduces the incentive effect of salary. Moreover, the secrecy system has strengthened the curiosity of employees and inquired about their salaries through various channels, which has affected the implementation of the system. The transparent salary system sends a message: there is no need to hide the company's salary system. People with high salaries have high reasons, while people with low salaries have their shortcomings; All employees are welcome to supervise their impartiality. Transparency is actually based on fairness, justice and openness, including several measures: let employees participate in salary setting, and when making salary, there are a certain number of employee representatives besides the leaders of various departments; Try to use simple methods in job evaluation to make it easy to understand; Issue documents and explain the salary setting process to employees in detail; The wage system formulated after pacification must be described in detail, so as not to make employees misunderstand; Set up employee email, answer employee salary questions at any time, and handle employee complaints.
Flexible and optional welfare system. The company's investment in welfare accounts for a relatively high proportion of the total cost, but this part of the expenditure is often ignored by employees, thinking that it is not as real as monetary wages, and there is a feeling of thankless; Moreover, employees' preferences for welfare vary from person to person. At present, the most common way to solve this problem is to adopt selective welfare, that is, to let employees choose their favorite welfare combination within the prescribed scope.
Pay information is getting more and more attention. External information refers to the salary level, salary structure and salary value orientation of enterprises with the same industry, scale and similar nature, which can make enterprises have reference when formulating and inspecting salary plans. Internal information mainly refers to employee satisfaction survey and employee rationalization suggestions. The function of satisfaction survey is not necessarily to know how many employees are satisfied with the salary, but to know what employees are dissatisfied with the salary system and structure, thus laying the foundation for formulating the salary system.