Enterprises need to formulate compensation strategies at different stages.

The importance lies in

1. Maintain certain fairness among internal posts;

2. Have certain competitiveness around the company or among peers;

3. It has a strong incentive effect on the future development of personnel;

From the perspective of employees, internal fairness is more important. On the one hand, I hope to get equal pay for equal work, on the other hand, I hope to get timely recognition from enterprises and enhance my own value.

Enterprises must establish a scientific salary management system and pursue a fair, just, scientific and reasonable salary management process.

This requires objective evaluation criteria, including the measurement of post value, the clarification of post competency requirements, the reasonable formulation of salary grade, salary level and salary structure, so as to ensure the best post allocation effect with a reasonable salary system.

For the overall development planning of enterprises, the role of salary management:

1 is in line with the strategic planning direction of enterprises and an inevitable process for enterprises to seek development;

2. It is an important guarantee to keep the enterprise level and organization clear, and it is more conducive to stabilizing the enterprise management framework (pyramid circular chain).

3. A scientific and reasonable salary system and circular incentive mechanism are conducive to organizational optimization.

4. Reasonable adjustment of the salary system is beneficial for enterprises to formulate talent strategies and attract outstanding technical and management talents to join.

5. It is a pragmatic and innovative process, which enables enterprises to expand their influence in the industry and have certain competitiveness among industries.

For enterprises, employees are reflected in the improvement of salary and personal value.

The establishment of a scientific and reasonable salary management system in enterprises has certain incentive and promotion effects on different employees.

1) Establishing a scientific and reasonable post and rank system is conducive to motivating employees and establishing a circular mechanism of "those who are able to go up and those who are mediocre go down".

2) For skilled employees (technical talents) in the department, the establishment of a salary system has a certain incentive effect and promotes the learning and skill improvement of personnel;

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The adjustment of enterprise salary system is a gradual process, and different salary strategies need to be formulated at different stages.

For the existing salary system, enterprises are constantly maintaining and improving, and as employees, they seek the process of "pay = return" through unremitting efforts to gain the affirmation of enterprises and the support of the salary system.

From the perspective of salary management, enterprises are supervisors and employees are feedbacks, and the two interact with each other, prompting enterprises to constantly adjust their salary management system.

The operation of salary management system in enterprise management is an important process for enterprises to constantly seek development and progress, and employees to constantly seek value enhancement to achieve a win-win situation.