There is a famous economist writing that so-called compensation management is to buy "the highest business performance" with "the lowest human cost". This point of view makes many workfares, because their labor seems to bargain goods in the market market. Does economists have wrong? of course not. But he ignored the following three questions:
First, the labor is a special product, which needs to take care of the dignity when the price is labeled.
Second, people who provide labor to pursue a wage that is considered to be costly by the boss, and there is a happy career life.
Third, every employee wants to share the company's business performance with the boss, because it is soaked in their emotions.
If you also ignore the emotions of employees like employees in pay management, then don't expect employees to love his work. As a result, the labor relations becomes a trading relationship. On the side, it is a bargain, the kg is more than two, and the two is less than two, with the inferiority, interest, each has a figure.
Therefore, people-oriented remuneration management will pay attention to employee emotional needs, will use "Performance Sharing" as the theme of compensation management. Therefore, labor relations have become partnerships, the interests are connected, and the goals are consistent.
The difference between buying vegetables and selling vegetables is here. Reality is always so brutal, surrounding work environment and company environment determines everything. As a manager, there are many things to learn, how to deal with such advanced and subordinate relationships is also particularly important ......
