The impact of job mobilization on job salary

With the development of modern human resource management theory and practice, job evaluation and salary determination by post are becoming more and more an important way of modern enterprise salary management, and play an important role in modern enterprise management.

Job evaluation, that is, job value analysis, refers to the use of scientific methods to clarify the value of the corresponding jobs, that is, pay. To post pay, that is, on the basis of job evaluation, according to the ability and performance of employees, through competition and other forms of posting to determine their positions, and give them the corresponding position of the salary, the same post with the same salary, post change pay change.

First, the necessity of job evaluation and salary determination by post

Modern enterprise management requires the establishment of a payroll distribution system to meet the requirements of the modern enterprise system and market competition, to give full play to the incentive and constraint role of the payroll mechanism to maximize the mobilization of employees' work initiative, enthusiasm and creativity. The establishment of a new payroll management system in modern enterprise management is very important, the new payroll management system is a "people-oriented" enterprise management system is an important part of the job evaluation and payroll is a new payroll management system is a key link.

In the past, the "pot rice" distribution system, the implementation of the so-called "fair distribution" is actually the greatest unfairness, dry and do not do the same, do a good job and do a bad job of the same, thwarted the excellent staff and core staff enthusiasm and initiative, and promote the negative work of the staff. In addition, it encourages the negativity in the work, the incentive and constraint of the salary distribution mechanism are not played, and the management of the enterprise is in a difficult situation. With the continuous development and improvement of the modern enterprise system, human resources are becoming more and more important resources for modern enterprises, and the future competition is actually the competition of talents. How to greatly mobilize and give full play to the initiative, enthusiasm and creativity of the talent has become more and more a matter of concern to the management of the enterprise, the incentive and constraints of the payroll distribution mechanism is becoming more and more important to the managers.

How to play the role of incentive and constraint of pay distribution mechanism? The effect of pay stimulation is the most basic element to motivate employees to work, which should also be the basis of the compensation system. The incentive and constraint effect of the pay distribution mechanism is determined by the fairness of the pay distribution system, this fairness does not mean blind egalitarianism, but refers to the distribution of the relative equality with the employee's ability and contribution. To realize the fairness of this distribution, the system should be realized through job evaluation and salary determination by post.

Salary determination by post is based on job evaluation, not simply determining the level of remuneration by job level. Job level is a factor in setting salary by post, but not a comprehensive factor in determining the salary of the post must be carried out scientific job evaluation, that is, all the positions according to the nature of its business into a number of groups, grades, and then according to the size of the responsibility, the degree of difficulty of the work, the degree of education required, the level of technology and the creation of the amount of value of the magnitude of the scoring, sorting, divided into a number of grades, grades, to give an accurate definition and description of each post. Definition and description of each position, made into a job description, as a basis for determining the value of the job. After completing the work of pricing the job, you can realize the real fairness of the post to determine the salary.

Therefore, job evaluation and salary setting by post is a modern enterprise to realize scientific human resource management, give full play to the human resources of the inevitable means of kinetic energy. The two are mutually integrated and inseparable.

Second, the implementation of job evaluation and salary setting steps

Job evaluation and salary setting is a comprehensive evaluation process, divided into four phases: the preparation phase, the investigation phase, the analysis phase and the implementation phase, are interrelated and mutually influential.

(a) The main task of the preparatory stage is to streamline, efficient for the principle of forming a working group, clear job analysis of the significance of the purpose, methodology, steps, publicize to the relevant personnel, explain the need for work, determine the investigation and analysis of the pair, taking into account the representativeness of the object at the same time.

(b) The investigation stage is through the preparation of a variety of questionnaires and outlines, the flexible use of a variety of survey methods, the work process of each post, the working environment, the work content and the quality of the staff to post the requirements of the main aspects of the survey, extensive collection of a variety of data needed to carry out the evaluation of the job.

(c) The analysis stage is through careful review of the various information collected, summarize, summarize the necessary materials and elements of job analysis, through in-depth analysis, the use of scoring, sorting, classification and other methods to determine the value of various types of jobs to complete the job pricing work.

(d) The task of completing the stage is to prepare a "job description book", published "job description book", bidding for the post, the post to determine the salary.

Third, the implementation of job evaluation and salary setting and performance appraisal

If you do not establish a scientific and effective performance appraisal system, job evaluation and salary setting has become a useless, air cabinet. The fundamental purpose of job evaluation and salary determination is to maximize the mobilization of staff initiative, enthusiasm and creativity by playing the role of incentives and constraints of the pay mechanism, in order to achieve this purpose, it should be linked to the assessment of pay, linked to the contribution of the link with the ability of the staff. This requires the establishment of a scientific and feasible performance appraisal system, regular assessment of employee performance, a comprehensive understanding of the staff to complete the work, to find deficiencies and problems, and put forward improvement measures. Through the performance appraisal of employees, the performance of those who give priority to advanced, get promoted, increase wages; so that the performance of the poor, subject to demotion, reduce wages. The performance appraisal of employees becomes the main basis for competition and staff adjustment.

The above is a little immature views on job evaluation and salary setting by post, I hope to be able to throw a brick to attract jade, and colleagues to discuss.