Human Resource Management: Simple Salary Salary Design PPT courseware download

Human Resource Management: Simple Salary Salary Design PPT courseware download;
PPT production: commoner son;
Simple salary salary design PPT Content brief introduction:
Chapter 1 The timing of salary design
Chapter 2 Principles of Salary Design
Chapter 3 Salary Design Steps

Chapter 1 The timing of salary design
• the end of fiscal year or the beginning of fiscal year
• Company formation, merger
• Business scale
When the payout is outstanding
Many HR peers have experienced the company's remuneration reform, some companies will be paid every three or five years of salary reform, sometimes the general manager of the request, sometimes HR initiative to put forward reform proposals. In any case, when the pay structure or pay system becomes a constraint on the development of the company, it is necessary to carry out the necessary remuneration reform.
Some people will ask, the timing of the pay reform is not any stress, is not what time to carry out on it? For example, the boss said that next month the Human Resources Department to come up with a pay reform program, we really come up with a program next month?
The ultimate goal of human resource management activities is to encourage employees and enterprises to develop together. For employees, the remuneration is not only the compensation of labor to pay, but also their own value and contribution to the affirmative. Out of the incentive system built by the incentive base, all the incentives are castles in the air.
Therefore, the reform of many of the reform of the remuneration system is one of the most important reforms, but also the most difficult to implement, the greatest risk of reform.
Because it affects the vital interests of each employee up and down, rush to overthrow the previous distribution system, the effect may be counterproductive, ranging from the morale of employees, undermine the harmonious atmosphere of the enterprise; while affecting the production, serious accidents, and even cause Harsh social impact, this precedent has failed a lot. Therefore, the remuneration system reform for each enterprise is a serious challenge.
Therefore, the remuneration of the remuneration or salary reform need to choose the appropriate time, the following time can refer to:
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Chapter 2 Principles of Salary Design
• "3E" principle / principle of fairness
• Incentive principle
• Controllability / economic principles
• Legitimate principles
Equity is the balance between the provision of value and the return on the return. A salary mechanism must be fair, and the next can talk about incentives.
Fairness is the basis of salary design, only in the staff that the pay design is fair under the premise that it may produce identity and satisfaction, it may produce incentive to pay the role. The principle of fairness is an important principle in the development of the pay system, because it is a psychological principle and a principle of feeling.
Whether the pay system is fair and will be directly reflected in the effort and work attitude of the staff. When employees feel fair about the pay system, they are well motivated and motivated to work with enthusiasm and enthusiasm.
When employees are unfair to the pay system, they usually resort to negative coping measures, such as reducing the input and responsibility of the work, no longer cherish the job, reduce the affinity of the enterprise, looking for low-level comparison object for temporary The psychological balance, or resignation.
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Chapter 3 Salary Design Steps
• Step 1 Determine the pay strategy
• Step 2 post value assessment
• Step 3 Market Pay Survey
• Step 4 to determine the level of pay
Step 5 salary structure design
Step 6 of the implementation of the amendment
That is, the overall idea of ​​the development of the pay system, the idea of ​​the company's overall strategic thinking.
The post value assessment is based on the analysis of the job position, according to the predetermined measure, the job task of the simple and easy degree of difficulty, responsibility and contribution size, the required qualifications and the labor environment and other aspects of the relative value of the number of measurements With the assessment. Through the assessment of the value of the post, in order to achieve the internal fairness and fairness of pay management to provide the basis for "to set the post to post a fixed salary."
【Case】 Huawei: the implementation of "to post grading, to the level of salary, people Kong match, easy to pay" wage system reform, the implementation of job responsibilities and contributions based on the reward system for the growth of more new people to create space. Any staff, both old and new, need to struggle. From the top management team to each grassroots employees, only to maintain the state of no slack, Huawei can live to tomorrow.
Salary survey is through a variety of normal means to obtain the regional labor market (related enterprises, such as competitors, peers, etc.) the level of pay and related information, and through the results of salary survey and analysis of the enterprise's salary management decision-making Effective basis, so as to ensure the external competitiveness of corporate compensation levels.