In our daily study and work life, we all have the experience of writing papers, so we are familiar with it. Thesis is a means to discuss problems and conduct academic research. I believe many people will find it difficult to write papers. The following is the article "Problems and Innovative Strategies in Salary Management in Enterprise Human Resource Management" which I compiled for you, for reference only, and you are welcome to read it.
A positive salary system can better stimulate the dominant position of human resources in the development of enterprises and improve the competitiveness of talents in enterprises. However, at present, there are some problems in the development of human resources compensation management in various enterprises, such as unscientific salary management concept, unreasonable salary management system and single salary management model. In order to solve the problems existing in enterprise human resource salary management, combined with the actual situation of enterprise salary management, this paper makes a strategic analysis on how to realize the innovation of enterprise human resource salary management, so as to better promote the development of modern enterprises.
Keywords: modern enterprise; Human resource management; Salary management; Innovation;
In the fierce market competition environment, the competition between enterprises is essentially the competition of talents, and the market competitiveness of enterprises can be effectively improved through effective talent management. Salary is an enterprise's reward for employees' labor, and whether the salary is reasonable or not directly affects employees' enthusiasm. Moreover, by formulating a scientific and reasonable salary system and realizing efficient salary management, mutual recognition between enterprises and employees can be enhanced, and employees' sense of belonging and identity with enterprises can be enhanced, thus better stimulating employees' work enthusiasm. Based on the importance of salary in human resource management, combined with the present situation of enterprise human resource salary management, this paper analyzes how to realize the innovation of enterprise human resource salary management.
1, Analysis of the Importance of Salary Management
First, safeguard and guarantee employees' work income. Salary is a very important guarantee for the development of enterprise employees. Introducing salary management into enterprise management can provide a steady stream of labor for enterprise development and realize the optimal development of enterprise production management. Only by rewarding employees for their work can we better stimulate their enthusiasm for work and guide them to participate in a series of work better.
Second, the incentive effect. In order to realize the virtuous circle of enterprise performance management, we must control the contents of target management, performance management and incentive management in enterprise management. Salary and welfare play a very important role in the management of these three links.
2. Analysis of factors affecting salary management
First, institutional factors. Many enterprises pay more attention to the consumption of costs in the development process, especially the distribution of employees' wages. Under normal circumstances, employees' wages account for 50% of the total cost consumption of enterprises. To realize the innovation of employees' salary, it is necessary to increase incentives and raise costs, which is virtually interfered by many factors. Second, human resource management ability. Independent accounting is also an important part of human resource management, and the determination of performance appraisal indicators and the assignment of tasks have put forward higher requirements for enterprise human resource management. Third, the level of information management. Enterprises need to introduce advanced technology in order to innovate human resource salary management, but in the absence of specific data support, salary management innovation will fall into chaos, salary distribution and salary formulation will easily cause employees' dissatisfaction, and ultimately reduce employees' work enthusiasm.
3. Salary management in enterprise human resource management.
3. 1 Backward salary management concept
At present, some enterprises still adopt a single performance appraisal management model in the process of implementing salary management. When analyzing an employee's work, we don't look at our work objectively, and the arranged salary distribution model can't arouse the enthusiasm of employees, which ultimately limits the development of enterprises.
3.2 unscientific salary management system
At present, the formulation of enterprise salary management system blindly refers to the salary management system of other enterprises, without integrating its own content into the salary management system. The formulation and development of salary system ignores the long-term development goals of enterprises and cannot play the role of salary management in human resource management.
3.3 Single salary management mode
The salary management mode of enterprises is relatively simple, the welfare benefits of employees lack flexible space, at the same time, the salary incentives of employees are not arranged according to the actual situation, and the salary planning is generally lacking in comprehensiveness and pertinence, which eventually leads to more contradictions between the development of enterprises and the individual salary benefits of employees, which is not conducive to the long-term development of enterprises.
3.4 Poor salary incentives
First, the material incentives of enterprises are generally embodied in the form of wages, years and so on, which can not stimulate the enthusiasm of employees. Second, in the process of motivating employees through job transfer, enterprises lack long-term job transfer, which will reduce the enthusiasm of employees after reaching the promotion goal and ultimately affect the quality of work. Third, enterprises lack the necessary cultural education for employees when motivating them.
3.5 Lack of analysis of posts and staffing, and lack of basis support for salary management.
The recruitment and allocation of human resources in enterprises is not only as simple as job fairs, but also needs to evaluate the market environment of enterprises according to the prescribed organizational structure and division of labor, and recruit talents according to the requirements of market development and the actual development needs of enterprises. However, from the actual situation of the development of enterprise talent recruitment, there is no necessary analysis on the post setting and the establishment of salary management, and there is no basis for the establishment of salary management.
3.6 Enterprise human resource management salary management assessment is a mere formality.
Although some enterprises have established the evaluation system of human resource salary management, in specific work, the phenomenon of employees "eating the same pot" is widespread. Because employees exist in the collective, they will invisibly weaken their job responsibilities and ignore their work.
4. Innovative strategies of salary management in enterprise human resource management.
4. 1 Innovative salary incentive ideas
In the process of enterprise development, it is necessary to deeply understand the role of salary incentive in mobilizing employees' work enthusiasm and narrowing the distance between employees and enterprises. On the basis of deeply understanding the importance of salary incentive, we should adhere to the idea of openness, justice and fairness to create a good working environment and atmosphere for employees' personal growth, allocate salary according to employees' performance at work, and fully mobilize employees' work enthusiasm through salary distribution.
4.2 organically combine the strategic development goal of the enterprise with the salary management goal.
The formulation of enterprise salary management strategy needs to be adjusted according to the development needs of enterprises at different stages, especially in the early stage of enterprise establishment, the salary of employees needs to be synchronized with the development risks and benefits of enterprises; In the mature period of enterprise development, employees' salary needs to be combined with their positions, and enterprises need to provide employees with due benefits and basic wages.
In addition, for the service industry, salary management needs to be combined with customer feedback. When paying employees' salaries, it is necessary to give certain bonus incentives according to customers' evaluation of employees, so as to comprehensively improve the overall service management quality of enterprises.
4.3 Incorporate the people-oriented management concept into enterprise salary management.
First, people-oriented, strengthen salary management. In the process of employee compensation management, it is necessary to fully combine the people-oriented concept with employee compensation management, fully respect the individual development of employees while encouraging them, and constantly stimulate their work enthusiasm through effective compensation management. In addition, employees who contribute to the long-term development of enterprises need to be given spiritual encouragement, fully respect their personal emotional needs, show their personal values, enhance the centripetal force of enterprise development, and continuously attract high-quality foreign talents for the long-term development of enterprises. Second, adopt a flexible salary management model. In the fierce market competition environment, the work pressure of employees increases, so in the process of salary management, enterprises should mobilize all positive factors to create a benign, positive and relaxed environment for employees. First of all, we should attach importance to employees' personal career planning in salary incentive, and make appropriate career planning for employees in combination with their personal work characteristics, so as to better stimulate employees' personal work value; Secondly, combine the salary management system with the incentive principle, and mobilize the enthusiasm of employees according to the principle of more work and more pay, less work and less pay. Finally, when employees are working, they need to pay attention to affirming their work ability and formulate a perfect reward and punishment mechanism for them.
4.4 Improve the salary incentive system
First, ensure that the salary management system is fully implemented. Scientific and effective salary management system is also an important key to reflect the reputation of enterprise development. Therefore, in the process of salary incentive, it is necessary to improve the salary system of human resource management according to the actual situation of enterprise development, and conduct necessary pre-job training for employees after they join the company, so that employees can understand their personal job responsibilities through training. Second, create a fair and reasonable salary competition environment, and pay incentives are linked to employees' personal work. In salary management, enterprises need to adjust the salary system reasonably according to the needs of the development of socialist market economy, which is embodied in comprehensive analysis of internal and external environment, focusing on optimizing corporate culture, and formulating a scientific and reasonable salary incentive system on the basis of comprehensive consideration of system and culture.
4.5 Combine post setting, staffing and staffing to provide a basis for salary incentive calculation.
The formulation of employee salary incentive should always follow the principles of stability and rationality. Through the comprehensive prediction and evaluation of the company's future development trend, we will formulate a scientific and reasonable personnel structure, clarify the job responsibilities and post requirements of each department, and organize employees to carry out their work according to the solid requirements of posts and positions. In the process of employee salary accounting, it is necessary to ensure the accuracy and validity of all data information and provide clear data support for subsequent accounting management. In addition, it is necessary to create a personalized platform in employee salary assessment, where employees' information of various departments of the enterprise can be entered, so that employees who have doubts about salary can query their salary and treatment in time through the network system, especially to understand the reasons for their salary deduction.
4.6 Strengthen the performance appraisal and enhance the scientificity of salary management.
The development of salary performance appraisal needs to be carried out according to the actual situation of enterprise development. First of all, when analyzing and formulating performance evaluation indicators, enterprises need to comprehensively evaluate the industry development, job requirements and work content. To realize the quantitative processing of work performance evaluation indicators. According to the characteristics of each post, a scientific and reasonable post assessment system is formulated, and the working ability and business level of each employee are distinguished from the assessment system, and different salaries and benefits are provided for employees according to the assessment results. Secondly, in the performance appraisal work, it is necessary to adjust the assessment indicators appropriately and introduce some advanced assessment methods and means reasonably, so as to realize the comprehensive analysis of various assessment data, thus providing important support for the future management development of enterprises. Finally, strengthen the supervision and management of performance evaluation results, and build a perfect employee compensation evaluation system and enterprise internal evaluation system after integrating various opinions to ensure that employee compensation evaluation is fair, just, open and reasonable.
5. Conclusion
To sum up, the salary management in enterprise human resource management is a systematic and complicated work, and the effectiveness of this work affects the management development of modern enterprises to some extent. Salary management can provide employees with a series of remuneration related to their work through scientific management and distribution. Under the role of rewards, employees' enthusiasm can be mobilized, the human resource management of enterprises can be optimized to the greatest extent, more high-quality talents can be attracted for the development of enterprises, and the long-term development of enterprises can be promoted.
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