Nowadays, wages sequence constructed by means of job evaluation practices respected by many compani

On the leading broad road of modern human resource management, job evaluation and pay systems have the performance evaluation tools such as marriage, the birth of the magic radiance of rigid salary system. The rigid salary system compared to racking our brains type of flexible wage system, its science unsurprisingly, it also greatly promoted the transformation of Personnel Management to Modern Human Resource Management. However, if we pay such a rigid system likened a sharp sword, then is not to say that it can be able to cut off the enterprise due to the inequitable distribution of often caused resentment at any time, inspire staff enthusiasm and dedication business spirit; on the contrary, in many cases, in many companies, this sword is to enable enterprises and cut the mouthpiece. The same weapon, a different outcome, is to control the level of unequal due.
Management determines the success or failure of the enterprise. What is the management, the answer can be described as divergent views. I think that the so-called management, simply put, is the manager business by means of a certain means of communication, to instill their own minds thought to be in the minds of managers and by managers get recognition from the heart, willing to move Managers specified business direction. In other words, managers are able to manage the behavior of managers, because the form of the spread of the idea of managers, business content managers can resonate is spiritual. Salary designed as a module of human resources management, under the scope of management, of course, must unswervingly follow the basic rules of management.
To be sure that the compensation system was established in the early formulation is indeed encouraging in theory is relatively business reasonable. But the problem is that people, regardless of the needs or mood, is constantly changing, so be dynamically corresponding. When rigidity (regularity) of salary situation can not resonate with flexibility (irregularity) mood, it will inevitably lead to all kinds of employee discontent. Therefore, to fundamentally solve the problem of compensation management, we must do everything possible to be paid the same feeling and mood import orbit, and always strive to make both the same radius around the same center of rotation. It should be said, massive wage pie split only in the situation and mood will pay the same orbit of the import process has taken a crucial step forward, but the attitude of HR sit back and relax and make salary love mood mutual derailed. business When employees can not change the track to capture salary situation, it will inevitably fall into the trough rising business mood. Over time, more and more employees in the enterprise feel the value of their own existence. In the face of slack and quit wind intensified, HR can not help but lament: business Now employees in the end how?
Nowadays, wages sequence constructed by means of job evaluation practices respected by many companies, many HR experts believe that this approach is able to fully reflect the fair rule. If just from the wages in absolute terms, this approach does can be called scientific, rational, business but if employees complex psychological factors into account, this approach is worth scrutiny of. American behavioral business scientists Adams equity business theory states that when a man made his mark and made the payment, he only care about their own compensation was absolute business amount, the relative business amount of their own income and interest paid, and that he would be all kinds of comparison to determine their own Rationality received remuneration. That is, not only to bring employees received salary with colleagues, friends, horizontal comparison, but also with their past longitudinal comparison, only in all aspects of the fair when he felt his heart will really accept this assignment the way. So much employees want is a fair scientific sense, not as he would in fact be a psychological balance.
Post employees and the company as a bridge interconnecting one end of the post for the enterprise value of the contribution, one end is the personal interests of employees. Only in the case of equal weights at each end, the bridge can maintain balance. Job evaluation is to measure the weight of the business that end, without a measure of the weight of the end of the staff, so the bridge is unlikely to just maintain balance. Talk to the people-oriented modern business enterprise, so the problem business must be resolved positively. In other words, business HR, and business owners have to talk about salary from different forms discoloration come out holding a people-oriented attitude to measure the personal development of employees, tracking the trajectory of the mood of employees, with a caring heart, caring heart to pay for the ice-cold formula warming, Fu love. Only in this way, fair (employee's subjective feelings) fair compensation to the psychological significance of the institutional design of the docking together to achieve salary corresponding heart.
To emphasize the pay structure of your heart and, by no means pay system to return to the old ways of racking our brains, but that, in assessing the pay grade, on the one hand, to the company's management to anchor for the axis, divided into management class, technology class, market category, class and other post production type; on the other hand, but also to the staff of career anchors (created by an American professor EH Schein) as the axis, divided into autonomous, entrepreneurial, management capacity, business technology-based functions , security type and other types of personal and professional development. In other words, the company's compensation system is a two-axis compensation business area by the composition, rather than simply to the axis of a job evaluation pay segment. business Obviously, to build regional pay is a complicated systematic project, but also the challenges of the times companies have to face, as long as companies do not solve this problem fundamentally, business people-oriented can only ever be one empty slogan sounds not workable . However, from the practical point of view, there are many companies in our country struggled to outline the pay line piece, do not know why the Remuneration region thereof. This can not be said to be a great tragedy.
Specifically, when an employee into the enterprise, we must not only different positions according to their classification, but also according to their personal and professional anchor different classification. Reflected in the pay system design, we are required to not only know the post variable pay change is the truth, but also timely salary structure, the total remuneration to be fine-tuned to different employee career development, that post becomes the same salary. The ultimate aim is to make employees understand the corporate pay system is tailor-made for him, rather than the manager of his sanction tool. The so-called cis delicious, horizontal difficult to swallow, forced upon the pay system employees will be allowed to indigestion, and caring, business and timely fine-tuning will be allowed to pay to feel fair, just and reasonable objective existence.
In essence, compensation management indifferent advanced and backward points, only applicable with distinction does not apply, at the same time, payroll flexibility, timeliness is an important factor in the effect of the restriction. American psychologist Skinner's reinforcement theory states that human beings in order to achieve a certain purpose, will take the role of a certain behavior in the environment. When the consequences of such behavior in his favor, this behavior will be repeated in the future; unfavorable, such behavior will weaken or disappear. Although the pay is one of the most important means of positive reinforcement, but if used improperly, it is difficult business to have a positive effect on employee behavior guide. Therefore, to play the guiding role of the mood of the salary situation, it is necessary to stop and try to figure out what a good payroll strategy.
Firstly, business a barometer of the mood changes of staff, the selection of the optimal timing of payroll, reaching scorching business air, the rain comes the effect. Secondly, the timely conversion salary structure, resolve employee trial gold fatigue. We know that a blind eye is a common problem, to make employees feel comfortable to continue, the salary must continue to introduce new design. Enrichment business work if accompanied by a variety of pay as a strengthening means, then I believe the number of creative cells will not be activated in the cerebral cortex weak staff. Finally, to ensure that the companies pay sufficiently resilient space, so that different employees business can tap their own potential to find a meeting point between the line and the line of business of salary increases, so in order to keep it real talent.
Like this:
The Twenty Twelve Theme. Blog at WordPress.com.
% D bloggers like this: