What are the main defects of the current salary system?

There are some problems in the enterprise salary system, which leads to many loopholes in the implementation of the enterprise salary system at present. Authorized consulting summarized the common defects of enterprise salary system as follows:

1. Wage payment is unfair.

The unfairness of the salary system is mainly reflected in two aspects. One is inherent unfairness. The second is external unfairness, and here we mainly discuss internal unfairness. Inherent unfairness can be divided into vertical unfairness and horizontal unfairness. Vertical unfairness mainly refers to the excessive salary gap between employees at different levels of enterprises. In general, enterprises attach great importance to management. The salary paid to senior managers is many times higher than that of middle managers, and they are given great power to control their work. Gray income is much higher than all the income of employees at other levels. It has greatly dampened the enthusiasm of other employees and their sense of responsibility for the enterprise. Dissatisfaction and dissatisfaction can be seen everywhere in enterprises. In addition, the salary of middle managers is several times higher than that of grass-roots supervisors. Grass-roots supervisors are not much different from ordinary employees as technical backbones, but they have to bear great responsibilities. If there is a problem in production, the responsibility lies with the grass-roots supervisors rather than ordinary employees. This inequality between responsibility and income leads to the loss of technical backbone of enterprises. Horizontal unfairness mainly refers to the phenomenon of "one size fits all" in the salary of the same position in different departments. However, in practice, employees in different departments have different professional skills and their contributions to the enterprise. Although from the same level, the salary level should be different, which embodies the principle of distribution according to work.

2. The bonus system lacks flexibility.

The external salary in the form of bonus and welfare insurance has become an indispensable part of the salary system. It plays an important role in the current salary management. However, in the distribution and planning of external rewards, China enterprises are seriously lacking in flexibility, resulting in little incentive effect of external rewards. At present, bonuses and rewards of most enterprises in China have lost the meaning of rewards to a considerable extent and become fixed additional wages. In welfare insurance management, enterprises inherit the traditional welfare insurance plan and provide unified welfare insurance. Ignoring the differences in employee needs, enterprises often fall into a dilemma. Welfare insurance plan should be provided, but it will not play an obvious incentive role after it is provided. In the end, these plans are just a formality, which on the one hand increases the implementation cost of enterprises, on the other hand, the enthusiasm of employees has not been improved.

3. The salary system is opaque.

The confidential salary system gives managers great freedom in salary management, because they don't have to explain all the salary differences, and can also reduce the contradictions between employees and enterprises, employees and employees. However, the confidential salary system not only cuts off the direct connection between salary and performance, but also prevents managers from replacing performance standards with personal likes and dislikes in salary distribution, creating favorable conditions for the generation and spread of gossip. It is precisely because of the confidential salary system that employees in the company are suspicious of each other and lose trust in the management. Therefore, the more open the salary system, the better, not only the result, but also the process. Enterprises should not only tell employees the salary figures, but also tell employees the background and orientation of choosing this salary system.