Wages Are Very Important. They Can'T Be Adjusted At Will.

In the way of training similar to MBA, in the light of all kinds of typical cases of workplace difficulties, readers are invited to conduct a multi angle analysis and consultation on the human resource assessment consultant of southern China talent market, hoping to help readers receive inspiration and enhance the effectiveness of workplace intelligence.

This issue is concerned with reasonable salary structure.

Experts from southern China's talent market have analyzed that the remuneration plan of an enterprise involves the vital interests of employees and directly affects their enthusiasm. Therefore, before any adjustment or change is made, it is necessary to mature before it can be implemented.

Generally speaking, it should be embodied in several aspects: first, in the system design, we should respect history, adjust objectives, and integrate new management ideas and methods, so that the whole plan can be effectively carried out in a stable situation and eliminate all kinds of resistance. Two, on the application target, the company's top pay is generally assessed by the group or the higher level departments, while the main program is mainly for the personnel below the department level. It should reflect how to link with the post and performance and reflect the incentive nature; three, the salary composition is generally divided into fixed wages.

Job subsidies and related benefits; four, pay adjustment, according to the actual development of enterprises, contact the market.

And "market dynamic salary management" with the supply and demand of human resources; and so on.

After the preliminary plan is proposed, public comments should be sought. After the formal implementation, there is also an assessment and adjustment mechanism to make scientific adjustments according to the actual situation.

The distribution scheme will become more and more mature.

First, we need to analyze the reasons for the difference in the implementation of the welfare of each branch.

If this discrepancy is due to regional differences in the level of local economic development, cost of living and policy requirements, the company can act according to local policies as the operating standard. The head office only needs to define the general direction and guidelines. The specific implementation should be adaptable to local local policies. For example, the various social insurance contributions and provident fund payments are determined according to the local social wages, and the developed areas should be higher.

This is the law, the company itself is not suitable for adjustment, only in accordance with the law can be implemented.

The other case is due to the

It has certain flexibility and autonomy, and can allocate its own plan within a certain range.

This is often motivated by the demand for business development.

In this regard, we need to look at the overall strategy of the company.

If it is in the start-up stage, the flexibility can be greater. If it is already a mature stage of business, the unified specification can be more.

If the company wants the sales staff to take into account the long-term interests of the company and the balance of short-term development, the company itself must have a long-term vision.

As a large integrated logistics enterprise, the best way to succeed in fierce market competition is to grow together with the sales staff of the company, rather than simply pursue the immediate sales performance.

Training sales personnel to help sales personnel appreciate is an important way to achieve long-term and short-term balanced development.

In the course of training, sales staff can not only achieve better sales targets, but also provide more opportunities for development in the long run, which will create recognition and emotional affiliation for the company and become a long-term resource asset for the company.

In addition, performance appraisal standards can guide salesmen's behavior, so designing some indicators with long-term performance appraisal can also make salesmen's work long-term.

Finally, the standardized sales process can restrict the short-term behavior of salesmen in the process of striving for performance.