How science and craft of HR with

Baiming Dayton person resources management consulting senior consultant Chen
[Case] ​​
A personal company is a furniture fabrication company, the performance is very prominent in recent years, the staff has reached more than 1,000 people. However, salary every time, HR managers are struggling. Because the department manager will always need to pay a long list so submitted a list of persons, but there will always be a lot of reason to pay these people, HR managers have to bite the bullet and inquired the manager to multiplication paid within a certain percent of ration control. Some managers more tame, it will raise the proportion of the ration has been adjusted as necessary, when some department managers are handed the general manager will report instantly to the front, constantly not nay department manager, general manager of the Human Resources Department to sign an agreement and then return the deal. Thus, the HR manager, shoved to the impasse, said the human resources department did not pay the bully, the department said the Human Resources Department is to pay to get a feather when the arrow, abuse of power, the general manager, in turn, reproach the negate control of human resources payroll Almost more than the growth rate of corporate performance ... ...
B is a state-owned listed companies, colossal losses from the 1980s into the current industry pacesetter, the staff has surpassed 5,000 people. However, B's HR manager salary was forever do a mental and physical exhaustion. Because, however the company has established a relatively complete compensation standards and rules for promotion, but each time salary, HR managers have to be collected well in advance of each department a catalogue of persons and salary data, and all of the comments indicate,Nike Shox NZ, respectively, then submitted to the secretary (in dictate of personnel leadership) dispute list, the process again to hurl the HR manager 5-10 times, there are so many other candidates for vice president recommended the need to temporarily join the account, there are so many areas constraints deserving need to cancel the list. Finally heading for the list to determine the time, but the list sent to all other departments, had to face was slit out of the salary list of staff complaints. HR managers can only be a feud between a communication, convincing, but the result is that employees complained to the general manager at the collective. The end outcome, employees receive a decisive salary level, HR managers ratified by the foul repast.
salary, corporate incentive and salary for employees is an important means of distribution, but also the HR department must take a basic responsibility. However, as the case depicted, many companies did not play out the salary of an incentive effect, many HR managers are very loath to bear the The accused face the boss and employee objection.
case A company does not know why salary, salary is based on what the standard of what is typical of the lack of scientific foundation for salary; B company had established a clear salary increases and standards, but In the salary of the organization, communication and additional measures are apparently inadequate, is a typical salary in the case of artistic failure. A's salary for the lack of elementary salary and company B less than a typical case of Art, the founder proposes to arrange the root of salary and salary increase of a few specific strategies and artistic methods.
one, how to establish the scientific basis of salary and salary
A company source failure is the lack of scientific basis of salary, then the scientific basis of salary, what is it? Scientific basis of salary that is a scientific summary of salary level of the causal chain. Here I will explain how four specific aspects of these treatises explain how to establish a causal chain.
1. Labor prices and corporate bargains to create a causal shackle
any business in the end they're all quite concerned about how many labor costs of enterprises, are very concerned about how companies can establish undertaking performance and total labor costs linked to the machinery to give full melodrama to labor cost stimulus to achieve the minimum cost to pay, get the most achieve. Labor cost inquiry of remuneration of the management mechanism is one of the 3 basic engineering, but also to achieve a minimal human cost telling means to get highest benefit. Labor cost analysis methods typically include historical file kept by the law, labor law and the projected profit and loss distribution of critical evaluating. The most mutual formula is: rate = present total labor costs labor costs / current sales. A more mature industries or enterprises, while small alterations in operating conditions, labor costs should be a constant rate (Table 1 is the total labor costs and business relationship between the proportion of sales, for your reference).
Table 1 the aggregate labor costs to sales percentage of total labor costs
fixed size / sales for more than 5,000 human from 1000 to 4999 were 11% 12% 13% 300 999 14% 100 299 30 99 15% mean 13% of people in case of Company A and Company B may have initially set up labor costs and commerce performance of the causal chain, but in the daily management practices, may be on to the general manager down to the general staff have ignored the the magnitude of this indicator, this has been reasons.
2. Establishment of corporate compensation strategy and corporate strategy and the talent market supply and demand chain of causation
corporate amends strategy is to resolve the salary policy-oriented standard, usually including the market-leading strategy, sale strategy and market to emulate the corresponding strategy, by which the salaries of specific strategy, corporate strategy and human resources by the market supply and demand. Corporate salary total wage strategy must be business-oriented strategies, thinking the talent market supply and demand factors, categories of employees and salary examine results and other factors. If the market-leading strategic enterprises (case B company should implement this strategy), the salary of the strategy is based on market scrutinize results, to ensure the perfect level of essence staff salaries upon the market level, to assure that scarce talent market is higher than the absolute level of salaries market level, to ensure that non-core and non-scarce personnel salary adjustments to the standard appraisal of the level slightly higher than the market; if the company introduced a market responsive strategies (case A company should implement this strategy), salary policy is based on the results of market research to ensure that opener employees and salary levels in the absence of talent on the market level, to ensure that non-core and non-scarce talent in the market salary level; if companies follow the strategy to implement the market, salary policy is to follow the manufacture, changes in salary levels, ensure that the core market of scarce human resources staff and salary levels in the market, medium level, non-core employees and non-scarcity of talent in the market pay levels in the lower level.
3. Decided to establish the value of employee salary and salary rules for the source of the causal chain among the value of staff salaries
source refers to the basic factors of workers' compensation standards, including four aspects, one is the individual value (cost value), which by the value of their employees, including personal qualifications, vocational, job title, seniority, ability, quality, etc.; second is post value (use value), which positions itself has value, mainly to reflect the job responsibilities, and as jobs not related to the qualifications of personnel; third contribution to the value (performance value),Nike Shox R6, that employees in a particular position to establish value for the enterprise; Fourth scarcity value (market value) that, according to the scarcity of talent supply and demand determine the market value of The impact of wage policy is an important factor in the last part of the consideration, not argued here.
companies develop salary rule is to pay the value of these three sources and salary rules of cause and effect chain,Nike Shox R3, concrete treads are as usual: (1) the aptitude to develop private values ​​based on the quality of some level of salary adjustments,Nike Shox TL1, and methods based on individual assessment of the value to develop such aptitude and quality of intonation class adjustment rules; (2) the value of the development of job positions to modify the value of part of the salary grade,Nike Shox R2, and rules for improvement based on job level, salary level positions to develop rules; (3) contribution to the value of pay for performance parts has been reflected, however, pay for performance only reflects the value of normal contributions, the company also absence to develop a special contribution to the value of the salary rules.
case B is a listed company with considerable management infrastructure should be said that the establishment of three basic sources of value and salary rules, causal chain, but, B's state-owned enterprises are a special case is the background of the factors, which mediate with the effective implementation of several causal chain, A rapid evolution of the company's performance to the number of employees can persist to increase, indicating the daily salary management to some extent reflects the value of the source and the three salary levels of employees causal relationship, however, A's and there is no systematic source of these three values ​​and employee salary levels or salary rules, causal chain, the lack of a clear system requirements, which is A's HR manager into a year-end salary of the discomfort the main reason.
4. Additional rules were established
in total salary, salary policy, salary rules and business performance,Nike Shox Turbo, payroll and genius mart value of the source of afford and demand elements on the basis of the causal chain, companies must also be imperative under the relevant state policies (such as minimum compensation) and inflation and other factors, to develop an annual salary of the added rules. By additional rules, an can eradicate needless legal disputes, on the other to beyond improve employee satisfaction, avoiding the employees are not satisfied, to avoid the pre-salary inputs wiping out the gains.
Second, how to improve the art of salary management
case B was the company's HR manager salary is the chief reason for distressed companies, is the masterpiece of treatment. So what is the art of management, salary management how to improve the art of it? I believe that the art of management simply said, is within the limits prescribed in the system, tin effectively inspire others to implement measures related systems or methods. Here are some salary management means and measures.
1. Preliminary communication, the clash high-level aid and cling to the rules of implementation of the salary
HR Manager salary published in the lawful channels and channel policy, first to the annual salary correction policies, strategies, amount, proportion and the basis for such salary to senior corporate reporting, corporate executives to strive for recognition. At the same time, verbal directions to the senior leadership during the quondam salary prone to some of the problems and guided to the cause of the problem, and politely request to corporate executives in array to lest similar problems from occurring, so that objective and neutral, according to the rules, clear authorization, we will never adopt a direct violation of the rules on salary-related reports and complaints, insist on receiving the HR department about salary-related matters to report.
communicate through early this measure, I believe the case of company B in the process of salary, it will not occur anew some of the senior leadership of the 'human' recommendation, we would not must face salary, general manager of the complaint phenomenon.
2. Meeting communication, the rules affecting the senior staff meeting
verbal communication is a formal way of communication, communication can be caused by meeting the department heads on matters of accent. Therefore, the annual salary early, you can sort meet high-level meeting attended salary, HR manager at the meeting this year's salary with accent on tactics and policy, salary reasons, and reasons for and the basis and the amount of salary and pay attention to the process matters, and requests the General Manager location in public, demanding the implementation of all personnel in accordance with the rules. Human Resources in the starting of the meeting, on-site release contains generic sector salary recommendation report fashion and guidance on how to fill out.
on public occasions, prim communication appointments, publicly announced rules, general manager of the request in public, believe that outlooks. Communication through meetings, cases A and B in the company's senior commanders from the swap will disburse care to rules and systems of studying and admission, will be extra proactive in compliance with the rules and salary system.
3. Written report to enhance the degree of attention
relevant personnel in written report form, one can clearly log the relevant issues in order to avoid hereafter disputes, no data are obtainable, but also to avoid the careless violation of the rules associated to personnel operations, on the other hand, can further enhance the importance of relevant personnel. The salary adjustment recommendation report written model adult by the Human Resources Department. Contents of the report can be divided into 2 parts, the first part is common, usually including: strategy this year's salary, and salary rules, salary scale, salary reasons and analysis, salary and the salary of specific agenda activities time timetable, etc. Human Resources is responsible for book the specific content; second part is the identity part, including salary and staff positions, salary basis, certify and instructions and other special circumstances, by the department head responsible for completing. The salary recommendations for the retrieval of the report, Human Resources Department is responsible for the control rules and salary review, non-compliance returned to the re-formulation.
case, if Company A and Company B of the HR managers to standardize the reporting format recommended salary and salary rules, etc. as the 1st portion, I believe all managers in the recommended nominees will have their own option, I believe senior leadership will no longer penetrate the report to suggest some haphazard person does not encounter the requirements.
3. Included in the assessment, the responsibility of department heads to promote the awareness of
salary namely the most disposed to the problem head-sponsored, with staff absent the needful explanations and communication, so that employees lack the necessary right salary swap, which led to staff dissatisfaction and complaints. The root cause of this problem occurs namely that department heads did not salary-related matters for their own responsibilities and obligations. Therefore, HR must understand the mentor via the system so that their salary ought be the responsibilities of go, namely staff explanation of the responsibilities and salary-related matters in agreement with the salary plan based ashore objective and equitable reporting salary intended reporting obligations, and must comply with the salary provisions of the relevant policy responsibilities. Meanwhile, with corporate executives and the brain of communication, will be comprised in the salary of the responsible department heads extravaganza evaluatiin due time, thus, improve the work of assorted departments and reversed the sense of liability salary, salary impulse department heads to appliance the coordination, interpretation of duty to keep the salary of the justice.
definitely not just human resource management human resources publish, if the case of Company A and Company B of the HR managers to assess the effective petition of systems and means to implement the salary-related responsibilities to various department heads on the elbows of , then I believe A's and B's managers are positive, with the objective of the salary of the HR department do the work, preferably than to provide the salary list of irresponsible or irresponsible agitation under the leapfrog complaints.
4. Set up a complaints channel to mainly adviser the staff salary dissatisfaction
cause employee dissatisfaction or 4 random deeds of complaints is an momentous reason is companies do not cater employees with clear channels for complaints and procedures. Therefore, enterprises must be clearly defined complaints reporting system, staff salary received complaints department which, with staff complaints program is, what substances need to be arranged, etc., and stressed that the complaint is not necessitated to accept the location are considered non- . Annual salary when the first human resources through the network proclamation, or notification in the form of plane highlighted complaints channels and salary matters.
case whether corporation A and enterprise B set up a clear and open outlets as complaints, I trust that some ministries would no have complained to the director or common director of direct workers of the phenomenon, even the small measure of this phenomenon, I believe that Company A or B according to the company's general director of the complaints system likewise provides the grumble documents to the HR process.
In short, management is a science is one art, science is the basis of art is the means, I wish that in the salary HR districts, through scientific methods and tools to lay the basis for salary increases, the measures through the arts and method to regulate the salary of management, thus, the employer satisfied with the salary of the purpose and results, the employees are satisfied with the salary of the process and results, to achieve staff and the employer elated!