From the perspective of scientific human resource management, how to promote the maximum efficiency of human resources in this enterprise and create the maximum profit for the enterprise is the focus of human resource management and development in modern enterprises. Enterprises must compete with many competitors for talents, and the salary system of enterprises plays a vital role.
[Keywords:] salary system salary incentives
With the further deepening of China's economic system reform, the market competition is becoming increasingly fierce. Behind the fierce market competition, in the final analysis, it is the competition for talents. How to attract and retain talents is an urgent task for private enterprises. The key to attracting and retaining talents lies in what kind of salary system private enterprises can establish. Salary, as the labor cost that enterprises must pay, is also an important means to attract and retain outstanding talents.
In human resource management, salary is a field with broad definition and rich content, which leads to different people's views and understanding of salary.
Salary has the function of redistributing social labor resources. As a signal of labor price, wages regulate the supply and demand of labor and the flow direction of labor. Through the adjustment of salary, the optimal allocation of labor resources can be realized. In addition, salary also regulates people's evaluation of occupations and types of work, and regulates people's desire to choose jobs and employment flow.
The problems existing in the company's current salary incentive: the company's salary strategy is not clear; The orientation of departmental functions is not clear; The distribution method is relatively simple; There is no scientific and standardized salary management system; Lack of external competitiveness.
Scientific and reasonable salary system can make enterprises attract and retain talents, and at the same time, it can properly control costs. In fact, the salary system of some enterprises can retain talents and arouse the enthusiasm of employees; However, the salary system of other enterprises makes employees complain endlessly and their satisfaction declines, which shows that the salary system must be designed according to certain salary principles and requirements.
In order to make the salary play its due role, enterprises should adhere to the principles of fairness, competitiveness, economy, legitimacy and strategy when designing the salary system.
Since its establishment, Shenyang YXH Company believes that the development of animation industry needs the formation of industrial chain, the cooperation of different links in industrial chain, and the development of an industry needs a perfect industrial chain as a guarantee. At this point, YXH is committed to building a professional processing and production link of China animation industry chain, positioning itself as a professional animation outsourcing service, and building a large-scale and standardized animation outsourcing production process with the standards and processes of industrial assembly lines, striving to become the most professional animation outsourcing factory in China.
It is understood that Shenyang YXH Digital Visual Media Co., Ltd. has never made a scientific and systematic job evaluation since its establishment. The company doesn't realize that job evaluation is an important basic work of salary management. The salary grading of employees at all levels is only the subjective impression of the evaluation supervisor, and it can't reflect the direct considerable value of the position. The employees have great opinions.
In order to ensure that the salary provided by enterprises is competitive, and at the same time, it does not greatly increase the labor cost of enterprises. The salary level survey is an indispensable link in the design of salary system. Therefore, this design should also be based on the survey data of market salary level, mainly referring to the salary guidance price of some positions (jobs) in Shenyang in 2008, so as to get the market salary level of relevant positions in this area, which laid the foundation for the positioning of enterprise salary level in the next step.
Salary has always been a hot issue for employees, and employees are full of worries and expectations about the reform of salary system. The purpose of this salary scheme design is very clear, that is, to establish a salary system that conforms to the market economy, fully embodies the principle of paying according to contribution, gives priority to efficiency and gives consideration to fair distribution, so as to effectively support the development strategy of the enterprise and promote the realization of business objectives. However, no matter how fair and reasonable the salary scheme is, it will encounter many difficulties and obstacles when it is put into practice. If it is not handled properly, it may lead to the failure of salary reform. Therefore, we must attach great importance to the guarantee of the implementation of the plan and take effective measures from the organization, procedures and systems to ensure the smooth implementation of the new salary plan.
1. Organizational guarantee
When a new salary scheme is implemented, it will definitely involve the vital interests of every employee in the company. A little carelessness will affect the stability of personnel, and then affect the normal development of the company's various businesses. Therefore, enterprise decision makers must attach great importance to the design and implementation of salary scheme from a strategic perspective. Therefore, at the beginning of designing the salary scheme, the company set up a salary reform committee to be fully responsible for the salary reform of the company. The Committee is chaired by the general manager, which ensures the authority of the Committee; Members include people at all levels of the company, both managers and representatives of ordinary employees, which are widely representative. The smooth communication channels are ensured: the staff representatives are recommended by the departments and elected by the public. They are objective and upright, and have high prestige among employees, which ensures the objectivity and fairness of the implementation of salary reform.
After the establishment of the salary reform Committee, members received comprehensive training. The training content includes: some basic theories of salary management, the purpose and principle of implementing salary reform, the idea of salary reform and matters needing attention in implementation. Through the training of personnel, the Committee members can understand the original intention of salary reform and convey it to all employees through them, so as to ensure that the plan can be implemented strictly in accordance with the original intention of design in the implementation process.
2. Institutional guarantee
Although a lot of work about salary management or internal management of enterprises is quite difficult and cannot be completed in a short time, it is necessary to establish a scientific management concept. In modern enterprises, scientific and reasonable salary should be a win-win situation, that is, enterprises can motivate employees through salary distribution, and employees can realize their own value through salary acquisition. And salary is not only a cost, but also an investment that encourages employees to have greater output. Salary management, like other management, is also a positive dynamic process, which needs to be adjusted and revised in time according to the actual situation and market situation of the enterprise, so that the whole salary system becomes an organic part of the enterprise management system and provides incentives for the development of the enterprise.
3. Publicity and communication
In the process of making and implementing salary scheme, timely communication and necessary publicity are one of the factors to ensure the success of salary reform. If communication is not smooth or publicity is not in place, employees may be worried about the decline in income after the salary reform, which will lead to resistance and affect the process of salary reform. In the process of salary reform, through timely communication and publicity, employees can realize the advantages of the new scheme and make clear the benefits they can get, thus becoming an active promoter of the scheme. In order to ensure everyone's understanding of the salary scheme, in the process of implementing the salary reform, the company should strive to create a good communication atmosphere through various forms such as salary system question and answer, employee symposium, satisfaction survey and salary reform mobilization. Fully introduce the basis and expected purpose of salary formulation through various channels such as top-down, bottom-up, horizontal and oblique. Answer your questions in the communication process, adopt your pertinent opinions and suggestions in time, and give appropriate rewards to better suggestions and opinions. Through these methods, we can enhance mutual understanding between enterprises and employees, dispel employees' ideological concerns, gain employees' trust and support, and ensure the smooth implementation of the salary scheme.
4. The principle of progress
In order to ensure the smooth progress of salary reform and prevent the adverse reaction of personnel, we not only give the scientific salary model that the enterprise will realize in the future, but also provide a transition plan for it to choose the pilot operation, and make timely adjustments and corrections according to the problems in operation, and then vigorously promote the salary reform after the enterprise management foundation and personnel thinking are fully in place. This ensures the smooth operation of the salary system.