How to improve the enterprise's salary management?

With the deepening of China's enterprise reform, the increasingly perfect ownership structure adjustment, payroll management as an important means of enterprise human resource management, its reform is imminent. Should be based on the internal and external characteristics of the enterprise, the establishment of a perfect payroll management system and a competitive payroll system, so that it is gradually scientific, systematic and standardized, and really play a role in mobilizing the enthusiasm and creativity of the enterprise staff.

I, compensation management meaning and content analysis

Enterprise compensation management, that is, the enterprise managers of the enterprise staff compensation payment standards, issuance level, the structure of the elements of the process of determining, distributing and adjusting. The traditional compensation management only has the nature of material compensation distribution, and less consideration for the behavioral characteristics of managers. The concept of modern enterprise compensation management has undergone substantial changes, and compensation management includes both narrow and broad categories. According to the traditional classification, material compensation such as wages, bonuses and benefits belong to the concept of remuneration in the Diophantine sense; while job diversification, engaging in challenging work, achieving achievements, getting recognition, taking responsibility, acquiring new skills and opportunities for career development belong to the concept of remuneration in the broad sense.

Enterprise compensation management mainly includes the following aspects: the goal of compensation management, enterprise compensation policy and compensation structure. Compensation management objectives according to the enterprise's human resources strategy to determine, including three aspects: first, the establishment of a stable and hungry workforce, to attract high-quality talent; second is to stimulate the passion of the staff to create high performance; third is to strive to achieve the coordination of organizational goals and personal development objectives of the staff. Enterprise compensation policy is the choice and combination of enterprise managers' goals, tasks and means of enterprise compensation management operation, and it is the guideline policy adopted by the enterprise on employee compensation. The salary structure is the proportion of various kinds of salaries and its composition among the employees of the enterprise, mainly including; the distribution of the enterprise salary cost among different employees; the determination of the salary rate of the position and post; the proportion of the basic and floating salary of the employees and the adjustment of the basic salary and the incentive salary and so on. Enterprises in developed countries have long regarded payroll management as an inseparable and important part of the human resource management system, while enterprises in China have long regarded payroll management, or the issue of income distribution within the enterprise, as an independent system. This fundamental difference, coupled with China's insufficient degree of marketization, as well as the immaturity of the development of the enterprise human resources management system, resulting in China's enterprises in the payroll management is always in a "headache, foot" state, often in order to solve a thorny payroll problem, but also unknowingly fall into another payroll Trap. Then pay management should pay attention to what problems, in order to reduce the operating costs of the pay system and really play its role in attracting, maintaining and motivating talent?

Two, must ensure that the leading pay strategy

The role of the support of the development strategy of the enterprise on the one hand, the development strategy of the enterprise determines the enterprise's human resources management strategy; on the other hand, human resources management strategy should effectively support the development strategy of the enterprise. Compensation management as the core component of human resource management, its management strategy should fully reflect the intent of the enterprise development strategy to ensure the effective implementation of the development strategy.

Three, give full play to the performance, payroll combination of the traction of business management

Enterprise management from the content, including production, supply, sales, human resources, finance, research and development, and many other aspects, boiled down to one point: performance management. Enterprise management = performance management. Enterprise business performance is good or bad, and the majority of employees' ability to work, work attitude, work behavior is closely related. At this stage in China, for most people, relative to spiritual incentives, material incentives, the need for more realistic, more common, the incentive effect is more obvious and more direct. Remuneration, as a reward for individual performance, should be the enterprise's affirmation and reward for the individual's performance behavior that meets the enterprise's expectations. Therefore, in the design of salary payment strategy, should be fully research, carefully designed performance appraisal indicators, through the performance appraisal and salary payment system, the employees show the enterprise expected work ability, work attitude and behavior, that is, clear on the individual performance of the staff of the target, and then on the performance of the organization and the production and management units for effective incentives to give full play to the traction effect of the salary management of the enterprise business management.

Four.

Four, must maintain the stability of the compensation system and flexibility of the organic unity

Compensation system is an important part of the enterprise human resources management system, it is the enterprise's pay strategy, pay practice has made systematic provisions, the relationship between the majority of employees' interests, affecting the organizations at all levels and production and operation units of the operation and management of the behavior. Therefore, the remuneration system should not be changed easily, and must maintain relative stability and continuity, so as to facilitate individuals and organizations to form clear and reliable remuneration concepts and income expectations, and then maintain relatively stable and trustworthy work behaviors and work performance. On the other hand, with the adjustment of enterprise development strategy and business focus, especially the drastic changes in the external environment, the remuneration system cannot stick to the old style and remain unchanged. For example, in recent years, the CPI index has been rising year by year, it is required in the salary system to be timely, necessary amendments; organizational control model changes, the subordinate units from the cost center to the profit center, it is required in the design of the salary system must make significant adjustments.

Fifth, the basic requirements of payroll management is standardized operation in accordance with the law

In reality, the phenomenon of different pay for the same work, do not pay social insurance according to the provisions of the payroll payment of extracorporeal circulation, do not pay overtime pay according to the provisions of the overtime pay, and arbitrarily deduct wages and bonuses, and other phenomena still exist. These practices, not only directly harm the majority of employees' personal interests, but also to the normal production and management of the enterprise has laid a huge hidden danger, to build the rule of law, a harmonious society has also caused a very serious impact and impact. This requires the enterprise human resources department and human resources workers, must strengthen the concept of the rule of law, cultivate good professional ethics, and really do a good job of business management staff, play the role of the majority of employees' interests of the spokesman, the protector, in accordance with national laws and regulations, seriously and uncompromisingly do their jobs.