Explain the advantages and disadvantages of the fixed wage policy.

1, easy to operate and simple to calculate;

2. Workers' income is guaranteed, which makes them feel more secure;

3. It is convenient to adjust wages and reduce resistance;

4. Suitable for positions with high repetitive work content.

Disadvantages of fixed wage policy:

1, lack of motivation, unable to mobilize the enthusiasm of workers.

First, the salary policy

Salary policy is a policy formulated by the organization to provide basic guidelines for the important link of salary decision-making and payment. It has an impact on the salary and welfare levels, grades and payment methods of all kinds of employees at all levels, and also has an impact on wage growth benchmarks, promotion and demotion policies, overtime wage policies, etc. It is usually confirmed by the human resources or salary policy Committee appointed by the board of directors, and the human resources department is responsible for the specific implementation.

Second, the design principles

1, external competitiveness, external competitiveness refers to whether the income level of enterprise employees is competitive or stable according to strategic requirements.

2. Intrinsic fairness refers to the relative fairness of wage income.

3, strategic cultural characteristics, strategic characteristics refers to the enterprise salary policy combined with the needs of enterprise development strategy.

Third, characteristics

Strategic: the salary policy focuses on all aspects that may affect the performance of enterprises in the salary operation, and restricts and guides the salary management behavior of enterprises, that is, stipulates what not to do; What to encourage; What can be done more and so on. In the specific salary decision-making and design, it can be operated by simple calculation, and it is not necessary to make repeated decisions on all matters to ensure the continuity of decisions, actions and goals. So as to give full play to the supporting role of salary in enterprise strategy.

Uniqueness: On the one hand, the determination of enterprise salary policy depends on the management concept of salary makers, on the other hand, it also depends on various objective constraints. The starting point of salary policies of different enterprises may be similar. However, based on the differences of enterprise strength, development stage and employee characteristics, enterprise salary policy should have different choices and basic orientations, and highlight the key and special problems that need to be solved.

Flexibility: the salary policy is not a specific system, and it does not mandate the salary of all employees under various circumstances. For decision-makers, it has certain flexibility, and can give full play to individual initiative, so that decision-makers can deal with issues that need decision-making within the scope of authorization. When enterprises encounter unforeseen difficulties, they can respond quickly and solve emerging key problems. This requires them to take into account the principles of handling special cases and general problems, and grasp the spirit of policy to make decisions within a reasonable range.