Reading guide
Longou Enterprise Management believes that the era of basic dividends has passed, and the era of management dividends is coming, and the most important thing to seize the management dividend is to retain talents. It can be said that the competition in the future is the competition of talents. However, the current situation faced by many enterprises is that "they can't attract talents and can't retain talents". So, how can enterprises attract and retain talents?It's a mechanism!Among them, the construction of the salary system is the key. Of course, this is not the same as simply giving a high salary, but matching people to the job.
For employees, compensation is not only about the more, the better, but also about feeling fair and valuable;For enterprises, money is not not spent, but spent on the edge. Therefore, enterprises need to build an effective salary system to maximize the interests of both enterprises and employees, so that talents can take root, blossom and bear fruit in the enterprise, and breathe and share the fate with the enterprise.
For more than 10 years, under the leadership of Dean Zhang Yingchun, Longou Enterprise Management has carried out in-depth resident services for hundreds of manufacturing industries, and summed up the ten-step process of building a salary management system, which can be implemented and practiced, and is now shared for your reference.
First,Implement the organizational structure and determine the manpower allocation. Only when the organizational structure is first determined can the three-channel construction be carried out according to the department and the grade level can be established. According to the strategic objectives of the enterprise, the human resources department needs to clarify the division of labor of each department from the existing organizational structure, job analysis and other dimensions, as well as the relationship between the rights and responsibilities of each position, so as to design a scientific and standardized organizational structure and job description, and remove some duplicate positions, which is the basis for the creation of the salary system.
Longou Enterprise Management: **Company organizational chart.
Longou Enterprise Management: **Organizational chart of the company's PMC department.
Second,Plan your salary and define your level and category. In accordance with the established rules, the human resources department divides the positions into several categories and levels, each level is a grade, and each category is a small-scale independent salary system. Combined with the job analysis and the division of grades, the basic salary and post salary can be established.
Longou Enterprise Management found that many companies rely on feelings when making salaries, feeling that the employee is not good, give a little lower, and feel that he is good, so give a little higher. In fact, we have to do detailed research. Through field research, data analysis, and multiple verification, we can not only understand the salary situation within the enterprise, but also understand the salary status of peers or the entire industry, so as to solve the problem of external competitiveness and internal fairness of salary.
First,Gross salary surveyFirst of all, you need to know what the ratio of labor output value of the enterprise is, which is the meaning of the total salary survey. Only after the labor output value ratio is compared, can you do a good job in the comparison of salary and cost, in order to know whether this year's labor cost is reasonable, and whether next year's salary system should be adjusted.
Second, the department's salary structure researchEach department has different work goals and tasks, and the corporate value created is also different, and the corresponding salary structure is also different.
Third,Fact-finding survey of job salaryThe content of the post salary fact-finding survey, including satisfaction with salary level, satisfaction with salary fairness, satisfaction with salary clarity, satisfaction with salary incentives, etc.
First,Payroll cost surveyIt is to understand the talent cost of your peers and enterprises in the same region. For example, what is the employee's length of service and education, what is his salary, and what is his efficiency.
Second, job salary researchIt's about understanding different positions and what their pay levels are. This is mainly for the salary survey of the same position or similar positions in the same industry.
Third,Survey of salary structure methodsIt is to understand what the salary structure of different job levels in the industry is. For example, in addition to the basic salary, does the grassroots operator have any other salary and benefits, whether it is a piecework system, or an hourly system, and so on.
Longou Enterprise Management: Salary research.
In order to make the salary system fair and reasonable, it is necessary to establish the grade level of the position according to the company's hierarchy and give employees a promotion channel. The details are as follows:
SectiononeSet up job promotionsetcThat is, to set up different grades, after the employee does a good job in a position, we have to design a higher position for him, such as a management position, the grade has senior managers, middle managers, grassroots managers, and so on.
SectionII. II. IISet the level of job promotionThis is a rank we hear about a lot. In layman's terms, it is, 11，1.2，1.3，2.1，2.2，2.3, etc. For example, the position of technical expert can be divided into 6 grades, from low to high, they are primary, intermediate, senior, expert, senior expert, senior expert, and can also be represented by serial number.
Third,Set the salary category of the positionFor example, does he belong to the management class, or does he belong to the skills class;Is it in the technical category, or in the rocket category. If your employee is particularly specialized in a certain field, you can give him the maximum salary incentive, such as the salary of the position in Rocket Channel.
First,Functions and responsibilities are sorted out, not formulated
Many of our enterprises, as soon as the teacher of Langou entered the station, said: "I now feel that the communication between departments is very difficult, the department wall is very thick, and the phenomenon of department fortress is very serious, can you help me first determine the functions and responsibilities of each department?""At this point, the teacher will tell you no. Why are you rejected so much?BecauseFunctional responsibilities are sorted out and operatedIt's not worked outWhen you operateOkayLater, this postIn the endWhat to doContents, naturallyAnd it came out.
Second, clarity and specificity are more important than standards and perfection
When we do functional responsibilities, clarity and specificity are more important than standards and perfection, rather than asking you how beautiful and perfect you are. Use Langou Enterprise ManagementofIn other wordsWhat we do in the factory is to cross the river by feeling the stones, take off first and then adjust the posture, but the premise is that the direction cannot be wrongYou're in a hurryTake off firstYesPrepare for take-offBut don't fly, if you fly in the wrong direction, it won't workIt's hard to make a U-turn while flying.
First,The modules are clear and compliantThe salary structure should be well designed, first of all, the modules should be clear and compliant, such as the basic salary, subsidies, overtime pay, and the proportion of performance.
Second,The structure is reasonable and standardizedFor example, you can't let the fixed salary account for 100% of the salary structure, which is too single and not conducive to the enthusiasm of employees, but you can't let performance account for 90% and the basic salary only accounts for 10%, which is also unreasonable, which means that the basic needs of employees are not guaranteed. Generally speaking, a reasonable proportion of basic salary is 30-80%. Therefore, the structure of remuneration should be reasonable and standardized in order to play its role.
Now that we have set out the grades, we are going to start to determine the amount of remuneration for each level, that is, how much is paid for each level, what is the basic salary of each level, and what is the floating space for each level.
First,Be realistic and in line with the compensation strategy
The salary amount is not set casually, it is based on the actual operating conditions of the company, the salary strategy formulated, the internal and external research in the early stage, etc., and proceeds from reality. YouYesBy which type is givenEstablish a quota for an employee or positionIt is necessary to be scientific, planned and grounded, and within the scope of the company's tolerance, try to stimulate the motivation of employees to climb up one level at a time.
Second,The quota is stepped up, and the addition is done first and then the subtraction
The quota is tiered, which is 11，1.2，1.3……And so on. Generally speaking, level 1 is class 3, like 11，1.2，1.3……3.1，3.2，3.3。Why do you want to do addition first and then subtraction?
For example, if you have a manager position ranging from 10,000 to 10,000 8, some managers only get 10,000 yuan, while some managers can get 18,000. At this time, the manager of this gear, you should be designed to be 8 gears: 11，1.2，1.3，1.4，1.5，1.6，1.7，1.8. This is called adding first. When we are making changes to the salary system, we often say that it is not high or low, and more is not less. Therefore, Langou Enterprise Management believes that you have to go firstWith oneboxesGive it allFrame, then let youSoSomeone took the quota,BothIt can be included in this salary grade scaleOtherwiseYou can't justifiably explain how people are paid
Longou Enterprise Management: Set the salary amount first, and then optimize it step by step.
When employees feel that the benefits are not distributed fairly, how should they "complain" for themselves?The experience of Longou is to set up a special organization to solve these problems, that is, through organizational evaluation, to achieve fair rulings that employees are satisfied with. That's what the Compensation Appraisal Committee is all about. In this regard, we should pay attention to the following points.
First,Not full-time but authoritativeThe Compensation Committee, while not full-time, has a great deal of authority. In order to avoid the "one-time speech" of the boss or manager and create a fair and just salary environment, it is necessary to respect the results of the compensation committee's evaluation, rather than allowing the leader to have the final say.
Second, set the evaluation rulesFor example, mutual evaluation, subordinate evaluation, and even some companies will be evaluated by departing employees. There are many ways to evaluate, and the key is to formulate good evaluation rules.
Third,Fixed assessment cyclesIn terms of the assessment cycle, we should stipulate it according to the grade level of the assessment object. Generally speaking, the higher the position of the fixed assessment object, the longer the assessment period, and vice versa.
When we have set up various plans for salary creation and participants, we need to consider where these talents will be placed is the most suitable, which requires a talent competency assessment. In this regard, Longou Enterprise Management put forward five key points of evaluation.
First,The evaluation should be carried out through the organization, and there should be less personal value judgment and moral evaluationWhen we evaluate a person, we must use his performance and his work results as a basis, that is, we must use data and facts to present his work and performance, rather than I feel that it is okay.
Second,All evaluations should be based on facts, and speak with facts and figuresThe evaluation of key behaviors and management indicators of talents is supported by detailed data and corresponding facts, such as who did what and when, what was the final degree of completion, and so on.
Third,Timeliness and exemplaryCompetency assessments must be timely and exemplary. Just as the content expressed in our Chinese words, such as words like "beauty" and "pretty", you have no way and it is difficult to quantify. Therefore, we should set an example, such as Maung Sai Pan An, outwitting Kong Ming, etc.
Fourth,Systematic and availableRetrospectiveSexuality"Traceability" in management first appeared in Haier's OEC theory on quality traceability. We also need to have traceability when we do human resource assessments, such as creating a file for each employee.
Fifth,Formation mechanismIn principle, we are open and transparentOrganizational evaluation relies on mechanism construction in order to be open and transparent. If there is no mechanism for organizational evaluation, it is easy to fall into a situation where it is difficult to be fair and just, such as "leaders set the tone".
Longou Enterprise Management: The evaluation mechanism should be open and transparent.
Everything is settled, and now we are going to get out of the system. Langou Enterprise Management believes that our manufacturing enterprises must be the first to act, because we are doing industry, your heavy assets are invested there, hundreds of millions, billions of assets are placed in that place, and stopping for a day is equivalent to wasting a lot of money, which is why many very expensive equipment in the factory are turned on 24 hours a day, are two shifts, three shifts, because you have to improve the utilization rate of equipment, equipment utilization, The utilization rate of the site, otherwise you have to pay a lot of land use tax just by putting your big factory there.
Salary management systemIt mainly includes salary management regulations, total salary control, salary structure setting, how to grade and evaluate, salary process setting, and so on.
First,Be well prepared before the meetingResearch & Feedback. No matter what the meeting is, the premise is to do a good job of research and feedback, collect these useful and key information, and make full preparations for the meeting, so that you can have a target in the meeting.
Second,Set the frequency of salary reviewAnalysis and improvementYou must set the frequency of this salary review, that is, whether you review once a month, or once a quarter, or once a year, or once a year, this is the frequency of review.
Third,Adjust in time to find problemsAdjustment and correction. Finding a problem is sometimes more important than solving it, so you need to find the problem in time and make adjustments and corrections to it in time. Even if you have experience, because the specific problems and specific situations you face are different, it is impossible to do it only according to experience and get it in place once, and it is impossible to succeed in one step.
Fourth,The rules are clear and the principles are adhered toStandards & EnforcementAs a company, or as a collective, you can't take care of everyone, so you have to make sure that the rules are clear and implemented according to the standards, which is the principle you have to adhere to. LikeEntrepreneursCome and listenMinelessonI can't take care of everyoneBut I'm going to do at leastEffectivenessTry to let it comeThere are more bosses who listen to the classHarvestThis is the culture of LonouIt is the rule of Longou, and it is also one of the principles that Longo adheres to.
Longou Enterprise Management: The review meeting is to better "start" again
Conclusion
After the ten-step process of the salary management system, it is now possible to summarize the key points of salary management with Longou Enterprise Management. First, the organizational structure is the foundation. Second, the pay standard is the key. Third, level setting is the key. Fourth, openness and transparency are at the core. Fifth, organizational vitality is the purpose. The creation of compensation management system is a common topic for many enterprises. It's easy to build simply, but it's hard to establish a sound compensation system to attract and retain talent. Now, we might as well refer to the "Ten Steps to Build a Salary Management System" proposed by Longou Enterprise Management to see which step is missing and prescribe the right medicine.
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