薪酬管理与精神激励机制外文文献及翻译 第5页
For example, in developing pay systems, and would allow employees to participate. Practice has proved that enable employees to participate in decision-making decisions more easily implemented. Some owners and managers worried staff participation in the formulation of the pay system would greatly facilitate policy tends to staff its own interests, without taking into account the interests of the company. The problem is in reality exist, but the solution is to let the boss, a manager and the staff together to discuss their differences, seek to balance their respective interests. In fact, they are not because of their own interests and lead to irresponsible decisions.
Staff participation or non-participation is the only distinction : If staff participation in policy formulation would be found before 原文请找腾讯752018766辣-文^论,文.网
http://www.751com.cn , but this time will often lose the chance to resolve the problem.
In addition, the Human Resources Department also prompted the owner, manager and staff to establish regular pay on the management of communication Promotion of mutual trust. In short, communication, participation and trust will be a significant impact on staff pay administration's view, so as to improve the management of the salary satisfaction.
（3） Pay the balance of internal and external balance
In formulating or revising remuneration policies, in order to improve staff satisfaction, should pay attention to the balance of internal and external balance. Internal balance refers to the internal staff reached between pay a balance; external balance of the company overall pay and with the regional trade with other companies reached an overall balance. Both internal and external balance and equilibrium imbalance which there will be lower remuneration policy effect, caused confusion in management, and to increase human resources costs. So, in management salaries, the salaries of the internal and external balance is the balance of two very important issues.
○1Pay the internal balance
Internal balance among employees is a balanced, That balance yardstick is whether employees are allowed to pay a fair sexy satisfied with the result. If the staff that pay not fair, the company did not pay the balance within reach; Employees pay higher equity sexual identity, pay the internal balance better. Pay internal imbalances are likely to be the following two situations lead to : first, the pay gap is too small. Pay gap too small allow outstanding staff (salaries of the staff) was not fair, They will see their pay more than their return, thus affecting their enthusiasm for the work and efficiency. The solution is to provide outstanding staff pay increases, the pay gap increased. Second, the wage gap is too big. Pay gap for the General Assembly less than the staff (the staff at lower wages) is not fair, they think the companies are not recognized and valued, thus affecting their enthusiasm for the work and efficiency. The solution is to backward staff pay increases, the pay gap decreased gradually.
In short, the solution is excellent staff and the less the salary gap was adjusted to a suitable location, Let both sides satisfied. However, in practice, this is very difficult to achieve, that is the point of balance is difficult to find. If not for the satisfaction of both parties and may wish to let excellent staff satisfaction, which is more conducive to the development of the company. Because, talents to create the company's value 80%, the company is an indispensable talent, it should focus on protecting.
○2 Pay the external balance
External balance of trade with the region with a balance between, That balance is the standard measure of whether companies use the most reasonable salaries to recruit the most suitable staff. If the company does not pay the external balance, it may not recruit the right staff (low pay), or a waste of human resource costs (salaries are too high). Companies in developing pay policy, we must first study with the regional industry's overall pay level, if possible, It would be useful to know the specific posts in the pay standards. Companies for recruitment of personnel, if the recruitment of key personnel, the pay can be slightly higher than the average level, This is conducive to the recruitment. In addition, if the company is a small company or start-up companies, it should use higher salaries to attract talent, This will compensate for the candidates to worry about the stability of the company. 上一页 [1] [2] [3] [4] [5] [6] 下一页
薪酬管理与精神激励机制外文文献及翻译 第5页下载如图片无法显示或论文不完整，请联系qq752018766
