Analysis Of The Problems To Be Noted In The Introduction Of Broadband Pay

< p > 1., define the enterprise's < a href= "//www.sjfzxm.com/news/index_c.asp" > human resources < /a > strategy.

The ultimate goal of the remuneration system is to promote human resources management and serve the strategic objectives of enterprises.

To implement broadband salary, enterprises should first systematically sort out the enterprise strategy, analyze the core competitiveness of enterprises, clarify the core values of enterprises, and quantify them as indicators, and establish a human resource strategy on this basis.

The salary system established in this way may have a clear purpose of existence. That is, according to the enterprise strategy, with the salary incentive, the staff should be strengthened to promote the implementation of the enterprise strategy.

When introducing the new salary mode, strategy selection, plan formulation, scheme design, salary payment and staff communication should be closely linked to the enterprise human resources strategy. It is necessary to pay attention to salary in line with the enterprise's human resources strategy and action to improve the core competitive advantage of the enterprise.

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< p > 2. recognize industry characteristics and competitors.

The characteristics of the industry are mainly embodied in the technical characteristics of the industry and the competitive pattern of the industry.

The technical characteristics of the industry are mainly embodied in the two forms of manufacture and service, and the requirements of these two forms on the salary system are naturally different.

The most basic intention of an enterprise to design remuneration is to provide more competitive remuneration than competitors and compete with rivals for excellent human resources.

So it is self-evident to find out the salary pattern and design plan of the competitors.

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< p > 3. should be combined with < a href= "//www.sjfzxm.com/news/index_c.asp" > enterprise management < /a > mode and organizational hierarchy optimization.

Under the line function system, the Pyramid type organization structure needs to adopt the hierarchical salary pattern.

Flat organizations should compress the hierarchy and emphasize teamwork. They need less range and larger floating range.

If we want to implement broadband pay in the traditional organizational structure, the result may not be ideal.

Therefore, if we want to introduce broadband salary, we should optimize and reform the management mode and organizational structure of the enterprise to prepare for its application.

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< p > 4. reasonably determine < a href= "//www.sjfzxm.com/news/index_c.asp" > salary < /a > band, distinction grade characteristic design salary.

In order to combine the scale of the enterprise, the core competitiveness and the enterprise strategy, it is necessary to determine how many wage belts should be designed, and the demarcation point should be designed between the wage belts.

Each wage band should provide different quantitative assessment indicators for personnel skills and performance.

Different job positions and different levels of quantitative assessment indicators should be different, should reflect individual needs.

The salary fluctuation range in each wage band should be determined according to the objective data obtained from the salary survey and the result of the job description. The standard of gradation should be based on the contribution rate of different levels and positions to the enterprise strategy.

To evaluate jobs horizontally, the design targets should be able to facilitate the rotation of horizontal jobs in broadband to enhance organizational adaptability.

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< p > 5., we must do well in job qualification and wage rating.

When broadband salary is introduced, it is necessary to establish corresponding qualification system in a timely manner, clarify the wage rating standards and methods, encourage employees to be sharp, and at the same time increase the pay gap to limit the rise of mediocrity employees' salaries. They can also formulate punitive measures to deduct the remuneration of employees with poor performance, thus limiting the unrestricted rise in salary as a whole.

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< p > 6. enterprises should have the conditions to introduce broadband salary.

The enterprises adopting broadband salary mode should have some basic conditions: first, technological factors such as technology, innovation, management and other intellectual factors have an advantageous supporting role for the development of enterprises; the initiative and creativity of employees have obvious positive correlation with enterprise performance; two, the human resource management system is sound, the employment system and the salary system have a higher degree of marketization; three, the basic management of enterprise management is relatively solid, and has the technical conditions and data base for implementing broadband pay mode.

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According to the above basic conditions, technical and innovative hi-tech enterprises and foreign trade enterprises are more suitable for broadband salary management mode, while labor intensive enterprises are not necessarily suitable for P.

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< p > in short, the feasibility analysis should be carried out according to the competitive strategy, the current organizational structure, the cultural background of the enterprise and the development stage of the enterprise, so as to decide whether it is suitable for the broadband salary system.

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