Key points and countermeasures of modern salary management

Key points and countermeasures of modern salary management

In all fields, everyone will inevitably come into contact with papers. With the help of papers, we can effectively train our ability to use theory and skills to solve practical problems. How to write a thoughtful and literary paper? The following is my paper on the main points and countermeasures of modern salary management, welcome to share.

The diversification of salary content is one of the main characteristics of modern salary management, and the fairness of salary is not only one of the important foundations to realize the incentive function of salary management, but also one of the important principles of salary management.

Abstract: As an important part of modern enterprise management, salary management is a concentrated expression of the incentive mechanism and internal motivation of employees in modern enterprises. With the continuous development and improvement of modern enterprise management theory, a series of major changes have taken place in enterprise salary management, both in management concept and salary structure. Starting with the changes of modern salary management, the author deeply analyzes the related concepts of modern salary management, and briefly summarizes the characteristics of modern salary management for reference by enterprises and units.

Keywords: modern salary management; Ideas; trait

As a concentrated expression of modern enterprise's incentive mechanism and internal motivation, salary management has always occupied an important position in enterprise management. Compared with traditional salary management, modern salary management has made different adjustments in management concept, salary structure and salary distribution. On the one hand, modern salary management pays more attention to tapping the potential of employees, thus showing better management and incentive efficiency; On the other hand, modern salary management pays more attention to the incentive effect of non-economic salary on employees, which is more humanized. Therefore, how to grasp the related concepts and characteristics of modern salary management and adjust the salary management of their own enterprises accordingly has become an important topic that modern enterprises pay attention to.

I. Overview of salary connotation in modern salary management

Salary is the core content of enterprise salary management, and it is also its main form of expression. According to the traditional salary management concept, salary is the concrete embodiment of employees' work value, and it is also the main means for employees to work and motivate them. Therefore, pay more attention to direct salary management, and achieve the purpose of motivating employees by controlling the salary difference between different employee grades. With the continuous development of modern enterprise management concept, the limitations of traditional salary management concept are gradually exposed. On the one hand, the traditional salary management itself has the fundamental defects of capitalist management; On the other hand, the professional quality, work attitude and business innovation ability of enterprise employees have gradually become the main factors for enterprises to expand economic benefits and realize their own development. Based on this phenomenon, modern salary management redefines the connotation of salary on the basis of traditional salary, and its main changes are as follows.

First, modern salary management recognizes that labor factors have corresponding residual claims and capital attributes. In the modern salary theory, Schultz's human capital theory and kelso's dual economic theory provide a strong theoretical basis for the capitalization of labor factors in modern salary management, thus breaking the dilemma that traditional salary is limited by the scope of labor control, thus changing the concept of enterprise management, which no longer regards salary as enterprise cost, but as enterprise investment.

Secondly, in the modern salary management concept, the relationship between employees and enterprises is no longer a simple employment relationship, and the status of employees in the company is also improved accordingly, and their salary level depends on the income of enterprises to a certain extent. Modern salary is more like a link between employees and enterprises, which enables them to form cooperative and mutually beneficial labor relations, thus showing better management effects.

Thirdly, modern salary management redefines salary from the perspective of enterprise development strategy. Traditional salary regards salary more as the economic return of employees' work, while modern salary management links salary with enterprise culture and enterprise development strategy, which means it becomes an important driving force to realize enterprise development. Through such adjustments, employees' sense of responsibility can be further strengthened. Fourthly, modern salary greatly enriches the content of salary. Modern salary mainly includes the following points: first, basic salary composed of salary and bonus; Second, the employee benefits and related services that employees should have at work; The third is the material income of employees, which consists of dividends, equity and other capital profit distribution income; The fourth is immaterial salary, including excellent working environment, systematic company training and personal promotion opportunities.

Second, the concept of modern compensation management overview

Compared with traditional salary management, the most essential change of modern salary management is the exploration of humanized salary management in different degrees. As far as the management status of modern enterprises is concerned, the specific performance of enterprise management in promoting enterprise development has gradually changed from the management of things to the management of people. A large number of examples of enterprise development show that human resources are the key factor for modern enterprises to realize their own development and expand economic benefits. The core idea of modern salary management is "people-oriented". By adjusting the salary structure, modern enterprise managers shift the focus of salary management to developing employees' potential and cultivating employees' sense of enterprise dependence, thus making salary management more humanized and obtaining better incentive effect. With the continuous development of related theories of modern enterprise management science, humanism has gradually become the main guiding ideology of modern salary management, and enterprises have constantly updated their understanding of human resources and conducted fierce competition in human resources. In this process, modern salary management has gradually completed the adjustment of material salary and intangible salary, employee potential development and personal development, employee value and company development strategy. The changes of modern salary management are mainly reflected in the following points.

1. Pay distribution is fairer. Pay equity is one of the important foundations to realize the incentive function of pay management, and it is also one of the important principles of pay management. In the traditional salary management concept, realizing equal pay for equal work within enterprises means realizing salary fairness. Modern salary management discusses salary fairness in more detail. On the basis of equal pay for equal work, employees' work is evaluated by "comparable value" according to different work contents and nature. Some enterprises will also link the employee's salary with the enterprise's income according to the employee's performance, so that employees can participate in the secondary benefit distribution of the enterprise to reflect the fairness of salary. This change not only reflects the broader fairness of modern salary, but also contains a deeper humanistic spirit.

2. Pay more attention to the content of non-material compensation. In the traditional salary management concept, managers pay more attention to the related content of direct salary, that is, through the control of direct salary such as salary and bonus, the purpose of salary management is achieved. However, as far as modern enterprise salary management is concerned, enterprises pay more attention to non-material salary content, including paid vacation, enterprise training, promotion opportunities, working environment and so on, when the direct salary is almost the same. This kind of salary not only reflects the humanistic care for employees, but also further enhances employees' sense of identity with the enterprise.

3. Employee compensation is linked to performance. Modern salary management pays more attention to tapping employees' potential, which is embodied in linking employees' salary with performance. On the one hand, it recognizes the labor of employees economically, reflects the value of employees, and encourages employees to tap their own potential; On the other hand, such enterprises can blur the related contents of employee grades in traditional salary management, and the salary gap between employees is no longer determined by employee grades, thus stimulating employees' work motivation and business innovation ability.

Third, analyze the characteristics of modern salary management

1. Analysis of the characteristics of salary diversification. Diversification of salary content is one of the main characteristics of modern salary management, which is mainly manifested in the following two aspects. First of all, employees can participate more in enterprise management. In addition to traditional labor remuneration such as wages and bonuses, employees can also get capital remuneration such as shares and bonuses, which reflects the dominant position of employees in enterprises. Secondly, modern salary management correspondingly broadens the content of intangible salary. In addition to regular employee benefits, paid vacations, company training and other intangible salaries, some enterprises also set up refrigerators, microwave ovens and other facilities in the work area to optimize the working environment of employees and reflect humanistic care for employees. The diversified development of salary can not only better meet the actual needs of employees, but also help to mobilize the enthusiasm of employees, cultivate their sense of dependence on enterprises and enrich the incentive means of enterprises. In addition, salary diversification also has the functions of long-term incentive, reducing incentive costs and strengthening the management role of managers.

2. Analysis of humanized characteristics of salary management. Modern salary management adheres to the people-oriented principle, which makes humanized management run through all stages of enterprise salary management. In the traditional salary management, salary management, as the routine management content of enterprises, only solves the problem of employees' labor income correspondingly, and does not pay attention to the promotion of employees to the development of enterprises. Humanized salary management links employee demand with enterprise development. In this mode, the enterprise will adjust the salary from the needs of employees to meet the actual needs of employees; On the other hand, employees need to constantly tap their own potential and improve their business level in order to get the required salary, thus guiding employees' personal behavior to move closer to the development strategy of the enterprise and promoting the benign development of the enterprise.

3. Analysis of performance characteristics of salary management. The salary structure in traditional salary management is unreasonable, which is greatly influenced by the traditional idea of "seniority". The pay gap of different grades is large, and the proportion of performance pay is small. Modern salary management improves the proportion of employee performance in the salary structure, and distributes salary according to the performance created by employees or work teams. Compared with the two, the latter is fairer and more helpful to tap the inherent potential of employees.

4. Analysis of the characteristics of salary broadband. Broadband salary means that enterprises can blur the original employee grade difference by compressing the salary structure, which has the following advantages. First, it helps to transfer the employee development center and enhance personal ability; Second, effectively reduce vicious competition among employees; Third, optimize the internal structure of enterprises and reduce the resistance to job transfer.

Four. conclusion

With the continuous development of related theories of modern enterprise management science, great changes have taken place in salary management. Modern salary management redefines salary, adheres to the people-oriented principle, and makes salary management more fair and humanized by linking salary with performance and increasing intangible salary. Therefore, modern enterprise managers should fully grasp the characteristics of modern salary management, such as salary diversification and humanized management, and apply them to enterprise management to promote the benign and sustainable development of enterprises.

References:

[1] Kong Fanlong. Overview of the concept and characteristics of modern salary management [J]. Theoretical research on urban construction (electronic version), 20 12(30).

[2] Zhang Na. On the concept and characteristics of modern salary management [J]. Financial circles, 20 15(33).

[3] Ceng Li. On the function and characteristics of modern salary management [J]. Enterprise technology development (second half), 20 13( 10).

[4] Ouqingxiang. On the innovation of enterprise human resource compensation management [J]. Human resource management, 20 15, (12).

[5] An Zhanbin. Analysis on the choice and application of modern salary management mode [J]. Technology and Enterprise, 20 14(07).

;