Effective Encouragement Of Salary Management To Enhance Service Value

With the rapid development of business, enterprises in order to better retain key positions, mobilize the enthusiasm of employees, and attract more talents to join, has adopted a series of ways and means, one of the most important is the standardized salary system, salary incentive is the most important and effective incentive means in most enterprises, so the salary management in the enterprise has a very important significance.

The quality of salary management is often not related to the level of remuneration, but depends on whether the payment is properly met the needs of employees, so as to attract and retain employees and make them contribute to the greatest potential.

Salary is human resource management.

The goal of salary management is to attract, retain and motivate outstanding employees to better achieve the goals of enterprises, provide a long-term and reliable foundation for the enterprises to pay their salaries reasonably; in view of the characteristics of the enterprises, the importance and value of different posts can be reflected in the salary system; it embodies the human resources strategy of enterprises, pays attention to the realization of value, and establishes an efficient salary management system; a scientific and reasonable salary management system can not only effectively stimulate employees' enthusiasm for work, but also attract talented people in the increasingly competitive talent market.

From the point of view of business managers, it is concerned about the real impact of the remuneration paid by the enterprises on the enthusiasm of employees, the cost of labor and the output of enterprises, and whether the existing remuneration can help them maintain a reliable subordinate staff.

From the perspective of ordinary employees, more attention is paid to whether the remuneration they get can meet their comprehensive needs at this time and place.

Then, what aspects should we pay attention to when setting up an effective salary management system?

- salary management

The remuneration level of any enterprise can not be isolated from the market.

The decisive factor of the level of remuneration is the market. In the process of salary management, the external salary market survey is indispensable.

The larger the scale of an enterprise is, the wider the scope of the enterprise is, the more necessary the external salary investigation is.

However, it should be noted that in the process of compensation management, enterprises need to start from the actual payment ability of enterprises and choose suitable compensation strategies.

"If you can't attract talent, you can't do this business."

When it comes to companies attracting and retaining important information

- salary management is based on job value analysis.

The position value refers to the responsibilities, contributions to the enterprise and the difficulty of work, which is the basis for the evaluation of the differences in the salaries of different posts within the enterprise.

Generally speaking, human resources will be evaluated from the following aspects, the requirements for knowledge and skills, the ability to solve problems, and the size of responsibilities.

The human resources department uses the results of the analysis to determine the scope of salary differences and set up the post pay level.

- linking salary management to employee performance

To make salary move is the most important means to fully tap its incentive function.

The linkage between pay compensation and performance is mainly reflected in two aspects: employee's personal salary is linked with key performance indicators such as the company's overall income and profits, so as to motivate employees to pay attention to the achievement of company's performance; secondly, the individual's salary payment is adjusted according to the completion of the performance, and the individual's salary adjustment is decided by the overall performance level of the individual, so as to truly reflect "doing more, doing less and doing things differently", and effectively guiding employees to establish a kind of consciousness that the individual pays how much the salary is calculated by himself, and is judged by his personal achievements.

In the composition of salary, the factors of education and qualification should be gradually weakened, and more importantly, performance should be emphasized.

Salary increase is an important means to maintain the competitiveness of enterprises, but we must have a clear understanding of the level of remuneration in the market, and consider the affordability of the enterprise's human cost. The salary is important, but if we can not provide enough room for the development of the staff, it will still lead to the loss of talents. Therefore, enterprise management should also focus on career planning, environmental construction and cultural construction, instead of paying attention entirely to the salary.

So as to stimulate employees' work enthusiasm and attract talented people in the increasingly competitive talent market, thus promoting the rapid development of enterprises.