Human resources are the strategic resources of modern enterprises and the key factors of enterprise development. As one of the important tasks of human resource management, salary management plays a more prominent role. The continuous improvement of the income level of employees in enterprises has realized the synchronous growth of enterprise development and employees' income, but it has also caused the pressure of high unit labor costs, and the salary expectation of employees has increased year by year. How to give full play to the incentive function of salary and effectively control the excessive growth of labor costs is an important problem we are facing.

Keywords: salary; Incentive; Labor cost

First, the incentive effect of salary

A good salary system is the key factor for enterprises to attract, retain and motivate employees and gain the competitive advantage of talents. Through salary incentive, employees' work motivation can be stimulated, their work enthusiasm and creativity can be better mobilized, and employees can work hard to complete tasks and achieve organizational goals. Therefore, salary management must make employees realize their own needs while completing organizational goals, and make employees feel satisfied, so as to maintain the enthusiasm and creativity of employees. In order to give full play to the incentive function of salary, several conditions need to be met.

First, we should have a relatively perfect wage system. The salary system of petroleum industry has undergone many evolutions, and now oilfield enterprises have formed a very perfect salary system. At present, the basic salary system mainly includes annual salary system, post grade or post skill salary system, agreed salary system and overseas salary system. By adopting different basic salary systems for all kinds of personnel, we will implement easy-to-post, easy-to-pay and dynamic management to fully reflect the value of employees and improve their satisfaction.

The second is to avoid legal risks when agreeing on labor remuneration. On the issue of salary, in order to reduce labor costs, some employers choose to sign labor contracts according to the local minimum wage or the agreed specific wage amount. When adjusting employees' jobs, it will be difficult to negotiate to change their salary standards. Therefore, when agreeing on salary, we should clearly agree on the monthly salary standard during and after the probation period, and divide it into basic salary, performance salary, subsidy and other items according to the company's salary system structure, and directly agree on fixed salary such as basic salary; For performance pay, subsidies and other parts, it is not necessary to write specific data to describe the implementation standards and calculation methods of wages, that is, when agreeing wages with workers, it should be reasonable and legal, and effectively avoid legal risks.

Third, we should pay attention to the importance of timely payment of wages. For long-term employees of enterprises, they may not care whether wages are paid in time, but for short-term employees such as foreign workers, this issue is very important. Timely payment of wages can not only increase employees' satisfaction, but also effectively avoid legal risks and maintain stable and harmonious labor relations. At the same time, it can also stimulate the enthusiasm of employees and make them actively contribute to the enterprise.

Fourth, we should pay attention to employees' salary expectations. In recent years, the income level of enterprise employees has been continuously improved, realizing the synchronous growth of enterprise development and employee income. However, it has also caused the pressure of high unit labor costs, and the salary expectation of employees has also increased year by year. Some people think that the price increase ratio far exceeds the wage increase, and the income is far from the employee's expectation; Some people think that employees should be motivated by job evaluation and assessment, and more efforts should be made in bonus incentives and welfare benefits.

Because the happiness index has changed, the mentality of employees has changed, and their psychological expectations have not been met, they will be compared with people around them and even other enterprises. For the phenomenon that employees' salary expectations are too high, under the premise of controlling the total salary, we should increase the incentive of bonuses through positive publicity and policy explanation, rationally formulate the internal salary distribution mechanism, maintain the overall stability of the workforce, and give full play to the role of incentive and guidance.

Second, the rapid growth of labor costs has brought pressure to enterprises.

Labor cost management is an important part of enterprise management. Strengthening labor cost management is of great significance to further improve the self-restraint mechanism of salary distribution, rationally and effectively utilize labor resources, and promote the improvement of enterprise management level, labor input benefit and economic benefit. In the internal evaluation system, many enterprises pay more attention to safety and quality, production tasks and business indicators, thus ignoring the key factor of labor efficiency. In the face of heavy production tasks, we don't try to improve labor efficiency, but increase the workload to increase personnel and increase productivity by increasing personnel. In addition, employees' wages are also increasing year by year, resulting in high labor costs. So, how to control the excessive growth of labor costs?

First, reasonably control the total wages and reduce the excessive growth of labor costs. There is a positive correlation between wages and labor costs, and the increase of wages generally reflects the changing trend of labor costs. In the case of controlling the total wages, in order to maximize the input-output benefits of wages, it is necessary to actively explore the internal distribution mechanism suitable for the characteristics of the unit on the basis of adhering to the unified basic wage system of enterprises, and encourage employees to make more contributions to the development of enterprises and improve economic benefits, thus promoting effective cost reduction.

The second is to strengthen the "five-fixed" labor management and improve labor productivity. It is the most effective way to reduce labor costs and improve labor productivity to strengthen the management of posts and quotas and control the total amount of employment. By strengthening the management of labor and employment and constantly optimizing the labor organization structure and personnel team structure, on the one hand, we can improve efficiency, overcome the phenomenon of overstaffing and inefficiency, and truly realize the appreciation of human capital; On the other hand, it can improve production efficiency, effectively reduce labor costs and achieve maximum output with the least input.

Third, we should improve the quality of staff and improve operational efficiency. The production and operation skill level of employees will directly affect the labor efficiency, and the quality of employees will also directly affect the acceptance and familiarity with new technologies and new processes. Through effective measures such as skill training and skill competition, we will continuously improve the quality of employees, cultivate all-round talents, stimulate the potential of employees, reduce the number of labor and employment, and maximize the economic benefits of enterprises with low labor input.

Salary incentive will improve the salary level of employees and bring challenges and pressures to the growth of labor costs. It is not correct to reduce labor costs only by reducing staff. Therefore, solving the contradiction between salary incentive and the excessive increase of labor cost is the main problem we have to face at present. Some people think that prices are rising and living standards are improving. If we want to reduce labor costs, employees' income will be reduced. In fact, labor costs are relative to an enterprise or a unit, not to personal income. If we can reduce the number of employees and ensure the improvement of economic benefits, we can meet the win-win situation of improving personal income growth and reducing overall labor costs. Therefore, improving labor efficiency by reasonably distributing posts and improving employees' skills and quality can not only play the role of salary incentive, but also effectively control the excessive growth of labor costs.

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