Baiming Dayton human resources management consulting senior consultant Chen
[Case]
A personal company is a furniture manufacturing company, the performance is very famous in recent annuals, 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 must bite the bullet and asked the manager to increase paid within a certain ratio of quota control. Some managers more amenable, it will heave the proportion of the ration has been adjusted as necessary, meantime some department managers are handed the general manager will report directly to the front, constantly not nay department manager, general manager of the Human Resources Department to sign an agreement and then return the knob. Thus, the HR manager, shoved to the impasse, said the human resources department did not pay the tease, the department said the Human Resources Department is to pay to get a plumage when the directional, damage of power, the general manager, in corner, reprehend the negative control of human resources payroll Almost more than the growth rate of corporate performance ... ...
B is a state-owned listed companies, massive losses from the 1980s into the new manufacture pacesetter, the staff has surpassed 5,000 human. However, B's HR manager salary was always do a mental and physical exhaustion. Because, although the company has established a relatively complete compensation standards and rules for improvement, but every period salary, HR managers have to be collected well in advance of every department a menu of humans and salary data, and always of the comments indicate, respectively, then submitted to the secretary (in charge of workers leadership) dispute catalogue, the process repeatedly to hurl the HR manager 5-10 times, there are so numerous other candidates for vice chancellor recommended the need to temporarily combine the catalogue, there are so many places limitations due need to delete the list. Finally braining for the list to resolve the time, but the list sent to all other departments, had to face was tear out of the salary list of staff complaints. HR managers can merely be a inconsistency between a communication,
Nike Shox Butikk, persuasion, but the result is that workers complained to the general manager by the collective. The end result, employees receive a decisive salary level, HR managers agreed at the foul meal.
salary, corporate incentive and salary for employees is an major means of distribution, but also the HR department must take a basic liability. However, as the case narrated, many companies did not play out the salary of an incentive effect, many HR managers are very disinclined to bear the The informed face the boss and employee criticism.
case A enterprise does not understand why salary, salary namely based aboard what the standard of what namely typical of the absence of technological foundation because salary; B enterprise had built a explicit salary increases and standards, but In the salary of the union,
Nike Shox Menn, communication and additional measures are apparently inadequate, is a typical salary in the case of elegant failure. A's salary for the lack of basic salary and company B less than a typical circumstance of Art, the founder proposes apt arrange the basis of salary and salary mushroom of a few specific strategies and artistic means.
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 synopsis of salary level of the causal chain. Here I will unravel how four specific aspects of these treatises explain how to establish a causal chain.
1. Labor costs and corporate sales to establish a causal shackle
anyone business in the end they're all quite concerned almost how much labor costs of enterprises, are very concerned about how companies can create enterprise performance and total labor costs correlated to the mechanism to give full play to labor cost provocation to achieve the minimum cost to pay, obtain the most effect. Labor cost analysis of remuneration of the management mechanism is one of the three basic engineering, but also to achieve a minimal human cost effective means to acquire most behalf. Labor cost analysis methods typically contain historical data kept by the statute, labor statute and the projected profit and wastage delivery of critical reckoning. The most common formula is: rate = current total labor costs labor costs / current sales. A more mature industries or enterprises, when small changes 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 total labor costs to bargains ratio of absolute labor costs
firm size / sales for more than 5,000 people from 1000 to 4999 were 11% 12% 13% 300 999 14% 100 299 30 99 15% average 13% of people in case of Company A and Company B may have initially set up labor costs and business 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 importance of this arrow, this has been reasons.
2. Establishment of corporate amends strategy and corporate tactics and the genius mall afford and demand chain of causation
corporate compensation strategy is to determine 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 compensation strategy must be business-oriented strategies, considering the talent market supply and demand factors, categories of employees and salary survey 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 survey results, to ensure the utter level of core staff salaries upon the market level, to ensure 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 evaluation 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 scarcity of talent on the market level, to ensure that non-core and non-scarce talent in the market salary level; whether companies follow the strategy to implement the market, salary policy is to follow the industry, changes in salary levels, ensure that the core market of scarce human resources staff and salary levels in the market, navel level, non-core employees and non-scarcity of talent in the market disburse levels in the lower level.
3. Decided to establish the value of employee salary and salary rules for the source of the causal chain between the value of staff salaries
source refers to the basic elements of workers' compensation standards, including four aspects, one is the individual value (cost value), which by the value of their employees, including personal qualifications, professional, job heading, seniority, ability, quality,
Nike Shox Sko Norge, 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), that employees in a particular position to establish value for the computer; 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 final part of the consideration, not discussed here.
companies develop salary rule is to pay the value of these three sources and salary rules of cause and effect chain, cement treads are as usual: (1) the competence to develop personal values based on the quality of some level of salary adjustments, and methods based on individual appraisal of the value to develop such ability and quality of intonation level adjustment rules; (2) the value of the development of job positions to adapt the value of part of the salary grade, and rules for promotion 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 regular contributions, the company also need 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 3 basic sources of value and salary rules, causal chain, but, B's state-owned corporations are a special case is the backdrop of the ingredients, which interfere with the telling implementation of several causal chain, A quick development of the company's extravaganza to the number of employees can continue to increase, indicating the everyday salary management in a way reflects the amount of the source and the 3 salary levels of employees causal relationship, whatever, 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 dilemma the main reason.
4. Additional rules were established
in total salary, salary plan, salary rules and affair performance, payroll and talent market value of the source of supply and demand factors on the basis of the causal chain, companies have to also be mandatory under the relevant state policies (such for minimum wage) and inflation and other factors, to develop an annual salary of the appended rules. By additional rules, one can eradicate unnecessary legal disputes, on the other to further 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 cardinal reason for troubled companies, is the masterpiece of treatment. So what is the art of management, salary treatment how to amend the art of it? I trust that the art of management simply said, is within the limits prescribed in the system, can mainly affect others to implement measures related systems or methods. Here are some salary management methods and measures.
1. Preliminary communication, the impact high-level patronize and cling to the rules of implementation of the salary
HR Manager salary promulgated in the official channels and channel policy, first to the annual salary adjustment policies, strategies, quantity, proportion and the basis for such salary to senior corporate reporting, corporate executives to strive for recognition. At the same time, verbal instructions to the senior leadership during the past salary prone to some of the problems and led to the cause of the problem, and politely request to corporate executives in order to avoid alike problems from happening, so that objective and independent, according to the rules, clear authority, we will not accept a straight 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 ambition not occur again some of the senior mastery of the 'human' recommendation, we would not must face salary, common manager of the grumble phenomenon.
2. Meeting communication, the rules affecting the senior staff meeting
verbal communication is a formal course of communication, communication can be caused by meeting the department heads on matters of emphasis. Therefore, the annual salary early, you can sort meet high-level meeting heeded salary, HR manager at the meeting this year's salary with emphasis on strategy 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 position in public, demanding the implementation of all personnel in accordance with the rules. Human Resources in the starting of the meeting, on-site loosen contains generic sector salary recommendation report form and guidance on how to fill out.
on public occasions,
Billige Nike Shox, formal communication meetings, publicly announced rules, general manager of the apply in public, believe that views. Communication through conferences, cases A and B in the company's senior officers from the swap will pay consideration to rules and systems of learning and admission, will be more proactive in compliance with the rules and salary system.
3. Written report to enhance the degree of attention
pertinent personnel in written report form, one can apparently log the pertinent issues in array to avert future discussions, no data are obtainable, but also to avoid the reckless violation of the rules associated to personnel operations, on the other hand, can further promote the importance of relevant personnel. The salary adjustment recommendation report written prototype amplified by the Human Resources Department. Contents of the report can be divided into 2 parts, the 1st part is mutual, usually including: strategy this year's salary,
Nike Shox Nettbutikk, and salary rules, salary scale, salary reasons and analysis, salary and the salary of specific procedure activities time schedule, etc. Human Resources is responsible for prose the specific content; second chapter is the individuality part, including salary and staff locations, salary basis, evidence and directions and other special circumstances, by the department head responsible for completing. The salary recommendations for the resumption of the report, Human Resources Department is responsible for the control rules and salary reiterate, 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 first part, I believe all managers in the recommended candidates will have their own discretion, I believe senior leadership will no longer look the report to recommend some random person does not meet the requirements.
3. Included in the assessment, the responsibility of department heads to enhance the awareness of
salary is the most prone to the problem head-sponsored, with staff meager the needful explanations and communication, so that employees lack the necessary right salary barter, which led to staff dissatisfaction and complaints. The root cause of this problem occurs is that department heads did not salary-related materials as their own responsibilities and liabilities. Therefore, HR must know the manager through the system so that their salary should be the responsibilities of go, namely staff explanation of the responsibilities and salary-related matters in consensus with the salary policy based on objective and impartial reporting salary proposed reporting obligations, and must obey with the salary provisions of the relevant policy responsibilities. Meanwhile, with corporate executives and the head of communication,
Nike Shox R5, will be included in the salary of the responsible department heads performance evaluatiin season, thus, improve the work of manifold departments and reversed the sense of responsibility salary, salary impulse department heads to implement the coordination, interpretation of responsibility to keep the salary of the judge.
definitely not equitable 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 shoulders 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, prefer than to invest the salary list of irresponsible or irresponsible agitation under the leapfrog complaints.
4. Set up a complaints channel to effectively adviser the staff salary dissatisfaction
cause employee dissatisfaction or four promiscuous acts of complaints is an important reason is companies do not provide 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 procedure is, what matters need to be prepared, etc., and stressed that the complaint is not necessitated to approve the location are considered non- . Annual salary when the first human resources through the network publication, or notification in the form of aircraft highlighted complaints channels and salary matters.
case if company A and company B set up a clear and open channels for complaints, I believe that some departments would not have complained to the manager or general manager of direct employees of the phenomenon, even the small amount of this phenomenon, I believe that Company A or B according to the company's general manager of the complaints system also provides the complaint documents to the HR process.
In short, management is a science is an art, science is the foundation of art is the method, I wish that in the salary HR zones, 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, accordingly, the boss satisfied with the salary of the intention and results, the employees are satisfied with the salary of the process and results, to attain staff and the boss elated!
How science and craft of HR with
Hybrid Mode
