Incentive New Cuisine - Salary Buffet [See all comments] [I want to comment] There may be people around us, especially some college students who have just graduated: the company gives them a high salary, good benefits are also good, and short In the past few years, it becomes a middle management personnel of the company, but they always say that the company's salary system is unfair, unreasonable, even dark, next, the next step is to hop, and the high-level manager of some companies is talking about. When these people have, the unified evaluation caliber is young, heart, this mountain is looking at the high, greedy ...
As a rational manager, especially the senior manager of the Human Resources Department, sometimes it needs to be self-reflective: Does the company's incentive system really have problems? Why can't "high salary" can't stay "high"? With the changes in the times, employee demand has diverse, dynamic development trends, and the remuneration system in the past is lacks sufficient attraction. In this case, a new salary system - pay buffet should be born.
Where is the general salary system wrong?
We now often consist of five parts: basic salary, funds or commissions or dividends, benefits, extra allowances, additional bounty, and more. One basic basis for all these salary expressions is the position of employees in the company. The only way to get more salary is that employees will upgrade employees to a higher level of position, when employees reach his duty, salary That is, I will tell the fall.
This hidden crisis implied with the tight spiral cycle mode of the salary is:
1. Incentive mechanism failure. Salary is determined by the position, the direct association with the performance is not close, and the position is mostly an alive, according to the class. Under this system, the new employees just added due to the right qualifications, low position, and the relatively thin salary cannot stimulate the enthusiasm of new employees; and old employees lying on their own qualifications and enjoy the company's compensation. Remuneration, the same lack of enthusiasm of continuing progress.
2. Excitation power is exhausted. By increasing his salary level, the prerequisite for this proposition is that the company must have a long positional chain. The longer the position of the position is, the more expensive employees, and the motivation can last long. However, this excitation moment is always exhausted, because the company's positional chain is impossible to extend unlimited, when the employee's position level reaches the top, his plus rape journey has come to the end.
3. Inspire costs climb. Due to the simplicity of the motivation, the incentive means is single, the company can only strengthen the enthusiasm of the employee, retain employees, especially core employees and important employees. This means that the company's investment in employees will gradually increase, and the corresponding production efficiency is not increment in the same speed. At the same time, the salary has the characteristics of "upward rigidity", and the salary is full, and the salary will complain.
How to achieve salary self-help?
The self-catering salary program is to determine the pay form of employees on the basis of company and employees, it is mainly characterized by: diversity, customization, and dynamics.
1. Salary self-help diversity breakthrough single cash form
Since the needs of employees are diverse, dynamic, the employee's remuneration should also break through a single cash form. American scholar Tropman in his book "Salary Program" books into five major categories of ten ingredients, showing the salary equation: TC = (BP AP IP) (WP PP) (OA OG) (PI QL) X TC = Overall Salary BP = Basic Wage AP = Additional Wages, Regular Income Rainstakes, Divided, Work Performance IP = Indirect Wage, Welfare WP = Subsidy of work products, resources, such as overalls, office supplies, etc. PP = extra allowance, purchase of enterprise products, discounts OA = promotion opportunities = development opportunities, including in-service training and tuition Pi = psychological income, employee From the spirit of the work itself and the company, the quality of QL = life is met, reflecting important factors in other aspects of life (such as facilitation measures, elastic working hours, child care, etc.) x = private factors, personal needs ( Such as: Can I take a dog together?) 2. The customization of salary self-service allows employees to take the required
Since different employees have different understandings and demands on the salary system, a knife-cut incentive mechanism cannot produce the best effect. The best way is to implement employee salary programs customized, according to the different needs of employees. To schedule the specific gravity of the above ten compensation components, an employee corresponds to a salary. For example, an employee is not interested in additional allowances, then he can give up this part of the additional allowance, and choose some parts that can be interested, such as quality of life (reduce weekly working hours or in the morning can be at home); again, one Employees do not need medical insurance (because his spouse insurance has been included), he can convert this original salary to other ways to other ways, such as increasing basic salary; and some Employees can choose high wages, give up some of the rewards, and an employee chooses low salary, I hope that more dividends in the end of the year ... In short, customized compensation schemes not only meet the differences in employees, but also reduce the company's employee Investment costs, improve investment efficiency.
On the non-differential curve of reporting effects, although the salary combination of the A points and B is different, they give employees feel the same, and the effect of incentives is the same.
3. Salary self-help is full of human care. Because employee needs to have significant differences in different stages, customized compensation programs cannot be unchanged, and they need to be adjusted according to the changes in employee demand. For example, young employees hopes that the proportion of direct wages and promotion opportunities, development opportunities, and with the increase of age, employees may have more attention to indirect salary, quality of life. Which principles should be followed?
1. The final compensation goal must be consistent with the future development direction of the company and the employee. While taking care of employees, the company should customize the salary plan, but also pay attention to appropriate constraints and guidance, create a positive corporate culture atmosphere, and it is not confusing the company's normal management order.
2. Establish a team-based reward concept. Encourage collaboration and learning between employees.
3. Employees must be allowed to participate. Employee's salary program is more and more disgusted by employees. The self-catering salary program is highlighted is that employees actively participate in their own salary form and content, like eating buffet in the buffet restaurant, choose your favorite dishes according to their own taste. . Decision makers need to adequate communication, communication, and agreed with employees to share salary programs for a period of time. At the same time, a certain transparency is also required, allowing employees to compete fairly. 4. Implement classification management. Different employees are different from the company's value and importance, and the market supply and demand of similar talents is also different. The company's design and management of their compensation scheme should be different. According to the ABC management rule, the company's Class A person (20% of the total number of companies) is the company's backbone, and their contribution is far beyond the cost of hiring their, the company must retain them, so their compensation program needs Carefully designed, paying, paying, paying more than 20% or even more; the company's Class B personnel (60% of the total number of people) are the company's employment army, they generally do their dedication, conscientious, and loyal to the company. Therefore, you can pay their salary on the market average or slightly above the market average; the company's Class C personnel (20% of the total number of people), poor performance, low efficiency, have become the company's cums, the company needs to persuade them Exchange, so you should pay for them below the market 10% -20% salary.
