How To Manage Staff Salaries?

The company's wage level is reasonable, compared with the whole market and the same industry's salary situation is attractive, the company's salary is competitive, in order to absorb outstanding talents.

But if the company's salary is obviously lower than the market level, on the one hand, it will cause a serious loss of personnel and is not conducive to the internal stability of the company.

Those who have higher education level and relatively better quality can easily jump to other companies after accumulating a certain amount of experience if they can not get the higher salary that they can expect, and on the other hand, they are not conducive to the entry of high-quality talents.

As a result, companies are constantly recruiting new employees to meet their operational needs, while the old employees are constantly leaving the workforce, which is a great waste of human resources.

The study found that people pay more attention to the wage difference than the salary level. However, the difference between personal ability and job position will inevitably bring about the difference of personal pay. How to make this difference to encourage advanced and accepted by most people?

Between different departments or different departments of a department, the level of personal pay must reflect the difference between the responsibilities of a job and the size of personal ability, that is, the wage difference is reasonable.

Compared with the actual internal compensation, the following problems often arise:

1, the pay gap between adjacent offices in some departments is too large.

The salary of some departments may be more than three times that of their direct subordinates. 2, contrary to the first case, sometimes in the same auxiliary department, the subordinate level is subordinate to the managerial position, but the subordinates' salaries are much higher than those of the superiors. 3, the difference of the pay between the same posts is not large.

In the same or similar work, the corresponding responsibilities are similar, but the two party is the same.

There is a nearly double gap; 4, the unfair remuneration within the company causes the imbalance of rights and responsibilities between different departments and individuals in the same department, which makes some elite staff lose their psychological balance when they compare internally, seriously affecting morale and striking the accumulation of personal work.

No doubt, overtime work.

It has a large proportion in total personal income.

However, through the payment of overtime wages to solve the difference in wages and salaries, there will be many drawbacks in engineering and auxiliary departments.

This is because:

1, as the proportion of overtime wages in the total wage is larger and sometimes even calculated in multiple terms, many department heads do not adjust their employees' overtime according to the actual work needs, but rather use the overtime wage for misadjustment.

Means of wage income.

2, the unified fixed overtime system can not deal with the needs of overtime work elastically, resulting in egalitarianism, and can not reflect the principle of distribution according to work.

The overall overtime cost is too large, resulting in lower overall income of employees.

It shows the inequity of internal distribution and the larger income disparity with the market.

3, most employees will use fixed working hours as the main parameters when they compare their income levels.

From a fixed working time point of view, the company has a long working time, and the company with responsibility system usually works 8 hours a day and works overtime without compensation when the task is urgent.

Therefore, a company with a responsibility system must have a fixed working time, but a lot of work is accomplished.

The contribution of employees to non scheduled working hours should be considered in the form of personal performance in the annual salary adjustment.