What are the problems in the salary of small and medium-sized enterprises?

Problems and Countermeasures in Enterprise Salary Management

Based on the problems existing in enterprise salary management in China, this paper analyzes the reasons for the problems in enterprise salary management.

Analysis, and put forward the main countermeasures of enterprise salary management reform and innovation.

Keywords: enterprise; Salary management; Countermeasures

At present, the salary distribution of enterprises in China is seriously unbalanced, and the industry

The difference between the two is huge, which leads to uneven income of employees. pass by

This has brought a series of problems, the most prominent of which is the variety of employees.

The participation rate is low, and there are serious hidden dangers in living security; Jilin province

The wage level in this province is relatively low in the whole country, and some enterprises

There is a big wage gap between management and front-line workers, as high as 100.

Times as much. Problems and achievements in enterprise salary management

On this basis, this paper puts forward some suggestions to improve enterprise salary management.

Policy.

1 Main problems in enterprise salary management

1 1 Salary management is out of line with enterprise strategy.

Salary strategy is the soul of implementing salary plan. Have nothing to do with ...

Salary is coordinated with the business strategy and human resource strategy of the enterprise.

Under the guidance of strategy, the implementation of compensation plan is bound to lack direction.

Make love. The salary strategy should be different with different business strategies, but

At present, most enterprises in China implement a unified salary strategy, and the scale is very large.

To some extent, it is decoupled from the business strategy of the enterprise. For example, for mature

Stage of the enterprise, its business strategy is different from the growth stage, so

The salary system should be changed accordingly, but managers haven't.

The salary of employees should be adjusted appropriately. Another example is that some enterprises claim that they will

The long-term interests of shareholders as its strategic goal, but the enterprise is

Focus on rewarding short-term business performance, so as to establish a compensation system and

Dislocation of business strategy.

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12 lacks a sense of fairness internally and competitiveness externally.

After the reform and opening up, many enterprises have implemented the post responsibility system.

System, contract system or bonus system, the purpose is to put the income of employees.

The level is related to one's work performance and the economic benefits of the enterprise.

Hook, but there is no clear setting of work objectives and correctness and justice.

A performance management system that accurately evaluates employee performance, even if there is salary.

The system is linked to it, and the creativity of employees cannot be brought into full play.

Play. This not only limits the performance management system to play its due role

Role, employee performance is not improved, will also affect the enterprise since.

Performance, and the enterprise's salary system has no performance management system.

With strong support, it is also difficult to meet the needs of fair and just internal distribution.

Positive requirements, not to mention the salary system that motivates employees.

It worked. Especially the key talents in the enterprise, right?

The development of enterprises plays a vital role, if the enterprise's

The salary system does not emphasize the importance of these people, so the salary system

It is very likely that the department will also fail, and even cause the enterprise.

Estimated loss.

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13 Lack of transparency in salary management

Some enterprises often pay secretly in the form of "red envelopes".

Type, relished in wage secrecy, and then derived to the current.

Some universal "fuzzy salary system". Pay wages only in secret

Will arouse the curiosity of employees, ask around, leading to employees

Mutual speculation and suspicion, because they often overestimate others.

Pay and think that your salary is too low, resulting in dissatisfaction.

Emotion, if you know that your colleague's salary level is higher than your own, but

It's natural to feel that the other person's work is not as good as his own.

Dissatisfaction, even laziness. The purpose of salary management

In fact, it is to be transmitted to employees through the salary distribution process and results.

Pass on information, that is, what kind of behavior and performance the enterprise advocates and encourage it.

Which direction do you want to develop? Once employees can't see themselves,

The relationship between behavior and performance, salary and incentive chain.

It was interrupted.

Increase the transparency of the salary system and enhance employees' awareness of the enterprise.

Understand the salary system and attach importance to the individual participation of employees in salary.

Moreover, providing them with a salary design that suits them will undoubtedly be

It plays an important guiding role in the behavior of employees. If employees know

Which behaviors are rewarded and which are not?

But punishment, so that you can clearly know what actions you will take.

Income is reflected, then employees will

Targeted, actively regulate or adjust their own behavior, and serve the enterprise.

Create more value.

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14 The enterprise salary system lacks incentives.

Enterprises often have a biased understanding of the role of compensation.

Only pay attention to the health care function of salary, but ignore the incentive function of salary.

Incentive function. No matter how much you contribute to your work, "making money at work" has become a habit.

Become a matter of course. And the bonus has lost the prize to a considerable extent.

The meaning of encouragement becomes a fixed extra salary. wage system

It is not completely linked to personal performance and lacks due incentives.

In the traditional salary system, a person is assigned to a post, and a post is assigned to a salary.

It has become an unwritten rule, if you want to break through previous works.

On the level of seniority, only promotion, employees do in a fixed position.

No matter how well you do, you can't get a big raise. The only reward is only

Some are paid in the form of bonuses. Under this salary system, employees are

The incentive is to spare no effort to "climb up". Increase in length of service

Plus means the accumulation and enrichment of work experience, representing ability.

Or the improvement of performance potential. Therefore, the length of service salary has its merits.

The nature of distribution between efficiency and contribution, and the length of service we have implemented.

Wage is an adjustment method of equal growth, which is obviously unreasonable.

2 Analysis of the causes of problems in salary management

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1 1 Influence of traditional system

Under the planned economy system, enterprises are just the whole society.

Part of production and distribution, everything goes according to plan.

All the resources are allocated by the plan, and the average master is realized in the allocation.

It means "big pot rice". Despite more than 20 years of reform, but

But the negative impact of this system is still deeply rooted, and people are right.

There is resistance to widening the income gap between employees, which also

It is an important reason for the difficulty of salary reform in some state-owned enterprises. in addition

Outside, there is no distinction between government and enterprises, especially state-owned enterprises, and government to enterprises.

Too much intervention in salary management makes enterprises in human resource management

And salary management.

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12 human resources system is not perfect

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12 1 1 The enterprise does not have a complete human resource management system.

In some small-scale enterprises with irregular management, enterprises

Subjective influence of industry culture or executives don't pay attention to salary management.

Management, employee compensation is only regarded as a financial expenditure, and progress

Simply regulate distribution, not management. What about the other one?

The situation is that although we attach great importance to salary, other links are not there, employees

To be scientific, reasonable and effective, we must establish salary management.

Effective operation of multi-links in enterprise human resource management system

On the basis of lacking some links, it has no effect at all.

Employee compensation management, or simply impossible. in this

At this point, enterprises are prone to problems: ignoring job analysis.

The absence of job evaluation, or performance appraisal, makes salary lose its publicity.

A flat and reasonable foundation.

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12 12 salary-related links in the human resource management system, right?

reasonable

There is a complete human resource management system, but some of it is related to salary.

Unreasonable salary and its related links are more common in enterprises at present.

Yes: (1) The post evaluation system is not standardized. Shown in: ① Xu

Many enterprises' evaluation of a post often falls on the evaluation of the people who work in the post, not on the post evaluation. ② In evaluation.

The establishment of standards and indicators often cannot reflect the position.

Responsibility. ③ The salary of a position can't correctly reflect the value of the position.

Small. ④ The appraisal object is the employee, not the employee's worksheet.

Now (2) the assessment criteria are not clear or standardized, such as assessment indicators.

Unable to quantify, out of touch with the post or too complicated to measure.

Quantity, etc. (3) the assessment process is not standardized, and the subjective reasons of the assessed personnel

Elements have a great influence. Common ones are: generalizing by partiality; Self-similarity effect

Give priority to people who are similar to themselves in some way.

Give a more favorable evaluation); Recency effect (What happened not long ago?

It has a deep influence and I think this is a typical representative thing.

An event or behavior, as a general feature of the evaluated object, is a long-standing event.

It is forgotten or ignored). Various defects in personnel management system

Most of the traps come from the subjectivity and one-sidedness of evaluation, and the result is potential.

Will affect the credibility and effectiveness of performance appraisal, can't reflect the fairness,

Open and fair. (4) There is no timely communication and countermeasures after the assessment.

Feedback, employees' achievements and mistakes in their work are not given in time.

Affirmation and correction lead to employee dissatisfaction.

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13 lack of salary management professionals.

Some enterprises in China have fully realized the importance of salary management to enterprise development.

The important role of attracting and retaining outstanding talents, but they

How to transform the advanced salary theory into the characteristics of this enterprise?

Operating system, lack of professional knowledge, technology and people.

Only, and the original salary management personnel quality is the same.

Not high, lack of professional skills in salary design and management.

Application tools can't adapt to the new situation and work requirements.

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14 Lack of corporate culture construction

Many enterprises' management has long been confined to ideology.

Only regard wages and salaries as the distribution of production results, but do not recognize them.

Because wages are also productive inputs. Moreover, at this stage,

Wage decisions are mainly based on the economic benefits of enterprises, economic benefits.

If the benefits are good, the wage level will be high, and if the economic benefits are poor, the wage level will be high.

Low, but the final result is "the salary level only depends on the benefit"

It is the wage level that does not reflect the relationship between supply and demand of the labor force, which affects the labor force.

Rational allocation and orderly flow of power resources. In addition, our state-owned enterprises

The efforts made by the industry in the construction of corporate culture are far from enough.

Not enough, it has not formed a good development for employees and enterprises.

Good corporate culture. About salary and other related enterprises

On the important issues of industry development, there is a lack of active employees.

Participation and effective communication. Did not reflect the modern salary concept and system.

The degree of corporate culture will inevitably affect the overall development of enterprises.

The ring.

3. Countermeasures to improve employee compensation management in enterprises

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1 1 The salary system is linked to the enterprise strategy.

The purpose of salary management is to help enterprises achieve strategic goals.

Mark. Therefore, before the specific design of the salary system, enterprises

According to their different stages of development, combined with the salary policy, from

Analyze and think at the strategic level, so as to ensure the salary.

The salary system designed under the guidance of salary strategy is suitable for enterprises.

Exhibition. A good and oriented salary system should

Adapt to and support the enterprise development strategy.

Because the salary system can effectively convey such a letter.

What is the most important thing for an organization? compensation system

The more you support the key success factors of the company strategy, the more employees will

The more you can understand and evaluate the company's strategy. compensation system

The degree of unity between degree and strategy usually determines whether the strategy

Can be effectively implemented. Salary system consistent with organizational strategy

It will become the same as enterprise strategy, core technology and reorganization resources.

The core competitiveness of an enterprise lies in creating a continuity for the enterprise.

Competitive advantage.

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12 Provide fair and competitive salary.

Fairness is an important basis for salary to achieve satisfaction and motivation.

Foundation, for employees who work hard and get paid, they must

Let them believe that the corresponding salary will follow.

Let's go If the enterprise fails to establish credibility, then employees are right

The trust of salary will also be damaged, and the enthusiasm and initiative of work will also be damaged.

It will be greatly discounted.

Enterprise employees' sense of fairness in salary distribution, that is, rights.

The judgment and understanding of whether the salary payment is fair is to design the salary.

The primary consideration of system and management. In terms of salary incentives

, we should dare to publicize the advantages of talents and pay attention to "excellent talents"

This is a watershed in employee compensation. "Within the enterprise, wages will

Reasonable distribution to widen the gap, we must first do a good job in enterprises.

Evaluation and post analysis, analyzing the complexity and workload of post work.

Difficulty, responsibilities and demands at work.

Important knowledge and ability, work attitude, etc. To the value of the position.

Quantitative evaluation, rather than simply by length of service, education, professional title,

Administrative level to evaluate. This is also a fundamental solution to the salary problem.

The key to internal fairness of salary. External fairness is actually

Refers to the enterprise's own salary level and market salary level, local

Salary level of enterprises with similar scale in the same industry and region

Compared with the average market salary level of the industry, there is a certain gap.

Competitiveness can attract and retain the required core employees.

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13 Grasp the transparency of salary information

Secret payment will only lead to joint employees.

Guess, causing employee dissatisfaction. Transparent wage payment

Paying employees makes them feel fair. Because \ (continued from 4 1 page) salary management emphasizes the necessity of salary system.

Must be fair, employees' sense of fairness in the compensation system depends on

The manager conveys the correct salary information to the employees. operate

Who will convey the correct salary information to employees and to employees?

Explain clearly, can reduce employees to make wrong guesses, and to

Have a correct understanding of the company's salary and understand each position and job.

The basis and rationality of salary determination, and ensure that the salary is deducted.

Matching is fair and just, which directly affects the working status of employees.

Degree. As for the extent to which wage information is made public, it is not difficult.

The general practice is to open the salary scale system and can be promoted.

The rank of promotion, the starting salary point and the highest salary point of each salary step.

And the salary of each position. And the current salary of an individual employee.

This number can be kept secret. The key question is how to grasp it.

The degree of confidentiality or openness, that is, how to determine the enterprise.

A "class" for sharing and communicating salary information with employees.

"Quantity" enterprises need to convey the information contained in salary as much as possible.

Indicate the factors that enterprises admire and encourage (such as qualifications and life achievements)

This, location, performance, etc. ), which requires enterprises to strengthen salary information.

Communication work.

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14 Give full play to the incentive function of salary.

Incentive is the core of management, and salary incentive is the enterprise.

The most important incentive mechanism is the one commonly used by enterprises at present.

An effective incentive method that is common all over the world, which is relative to internal.

It is easier for managers to control and measure incentives.

The use effect, if it can really play a good role in enterprise salary matching.

The incentive effect on workers can achieve a "win-win" between enterprises and employees.

Purpose.

As an important part of management, it can improve the competitiveness of enterprises.

It plays an important role. The salary employees get is not only right.

Affirmation and compensation for past efforts are also their future.

Expectation of getting paid for hard work. In the minds of employees, wages

Remuneration is not just a person's own labor income, to some extent.

It represents the value of employees themselves and the work of enterprises to employees.

Recognition even represents the personal ability, conduct and development of employees.

Show the prospect. Therefore, salary incentive is not only monetary incentive, but also practical.

In essence, it has become a complex motivator in the enterprise incentive mechanism.

Type, implying achievement incentives, status incentives, etc. Therefore, wages

Motivation can stimulate employees' strong desire for work from many angles.

Become one of the main motivations for employees to work. member

Employees expect to improve themselves through positive performance and hard work.

On the other hand, I strive for a salary increase for my work performance.

In this process, employees will experience self-promotion.

My sense of value realization and the joy of being respected, thus inspiring employees.

Work creativity of workers. Reward enterprises objectively, fairly and reasonably.

Every employee who contributes to the industry is conducive to the development of the enterprise.

Exhibition, but also to ensure that employees get economic and psychological compensation.

Satisfaction is conducive to improving the enthusiasm of employees.