The remuneration system is open or confidential to a headache problem for many companies, which is derived from the highly sensitiveity of the internal employee of the enterprise, and in terms of human resource management system, Employees can most feel fair or not is the salary system. Now many companies, especially some SMEs choose a confidential salary system, and their appearance has many reasons, but the fundamental starting point is the same, that is, to avoid the fairness of compensation without determining the level of salary system Sexual issues, thereby reducing the contradiction between employee and enterprises, employees and employees.
In these enterprises, the salary security system is a provision, these regulations are instilled to new employees, do not listen to others' wages, and they cannot disclose their salary, and some companies also ask employees to sign in a system form that recognizes the salary security clause. If the disclosure leads to the confusion within the company, it will be removed. These regulations are actually prohibiting employees from discussing their own or others' salary in the enterprise. Although people will continue to listen to others 'income, because a truth is applicable to each company's internal employees: care about others' salary is very concerned about their salary, but the salary and confidentiality system is indeed blurring unfair boundaries It actually played an important role in "shaping the bell" here.
In principle, a fair and reasonable salary system and system should be public because: First, the public salary system provides a clear career development path for each employee within the organization. An effective salary system not only reflects the performance of each employee and the value of employee, but also allows each employee to clarify its direction of the development within the enterprise. Through the rising channel of the salary, reflect the professional rising space of the employee, enabling each employee within the enterprise to have the recent goals and long-term goals of career development, and the employees have energized to make efforts to achieve their goals. At the same time, the road to different series of professional development in the enterprise is required to be open and transparent to each employee, ensuring that you choose the right to develop your career. The employee is in the comparison and selection of different series of compensation, according to their own situation, the employee determines its own career development goals, so a public salary system guarantees the stable and sustainable development of enterprises and employees.
Second, the confidentiality salary system is blurred in income and performance. A fair compensation system should be able to reflect the performance of employees, should be tightly associated with the company's assessment. According to the expected theory in the incentive theory, when employee thinks that efforts will bring better performance (or other rewards), it will pay more efforts. At the same time, fair theory tells us that incentives are not only affected by the absolute fairness, but also affected relatively fair. Therefore, in order to maximize compensation, employees should understand how organizations define and evaluate performance, understand the level of compensation associated with different performance levels. And a confidential salary system cuts off the direct contact of income information and performance information, and employee is easy to generate errors, and these errors will hinder the improvement of excitation levels. The confidential salary system cannot guarantee fairness, people tend to overestimate colleagues and subordinate salary and underestimate the salary of the boss, so the actual salary gap is reduced, weakened the incentive effects of relevance of income and performance. The confidential salary system is equally unable to ensure the fairness of the program, and an incentive role that does not have a clear distribution of employees to employees.
Third, the disclosed salary system can make unfair and more likely to find and correct. Let the mistakes of a system under the majestic in the majestic, which will naturally make the manager embarrassment. However, rational managers will see that the disclosed compensation system makes unfairness and unfairness and disclosure of uncomfortable and improper payment, which is conducive to management discovery and correct errors, and establish a good atmosphere of fair competition within the enterprise. The disclosed salary system not only tells the employee management department to believe that the compensation policy is fair, but the behavior of compensation can increase its fairness, as this can provide employees to provide management opportunities for management.
Fourth, the disclosed compensation system is conducive to the communication within the organization, and helps to cultivate the trust of employees. We know that in the implementation of the organization of confidential salary system, we have never been able to eliminate employees to discuss salary, and this private discussion and exchanges are often wrong, or deceived by others, or self-deceived, positive In the mutual game between this employee, the wrong information is spread within the organization, and the trust of employees has disappeared. According to communication theory, in tissue, it is precisely because of the uniform channels of formal communication, it will lead to informal communication and prevailing. Since there is no formal communication channel, I have "curve to save the country", so the small road news will be grateful. The purpose of informal communication is often not conveyed, but the feelings of expressing communication people, so that the small road news naturally has the subjective color of the communication person, it is difficult to ensure its objective authenticity. The confidentiality and competitiveness of the salary system have created favorable conditions for the production and continuation of the subway messages in the organization. If you do not provide an open, formal communication channel, the telecommunications message will continue. If an organization can publicly disclose a compensation system, not only a formal open communication channel, but also believe that employees believe that tissue is also trustworthy on other less sensitive problems. The disclosure of discussion is often made to generate higher satisfaction than the suspicion and anxiety state under the salary confidentiality system. In addition, if an organization's salary system is fair and fair, the income public will increase the satisfaction of the employee's income and income gap.
Fifth, the confidential salary system will allow managers to replace performance standards in wage distribution, resulting in greater unfairness. Organization should reward high performance rather than other political wrists of "Gao Ming", the disclosed compensation system can prevent misuse of managers' unreasonable control and rights. When the compensation level and change of each member of the organization become public knowledge, the eyes of the masses are the best supervision of the company.
Finally, employees should have enough insights. The employee's right to know should be balanced with its privacy. While employees pay their own efforts, there is a rights to understand other people's income, because employees can only be fairly treated by the employees.
Since all the reasons support the disclosure of the salary system, is it a pay system to be open? Why is there so many companies that are keen to adopt a confidential salary system?
First, many of these companies have difficulty measuring. Many of the work inside the organization are difficult to measure individual work performance due to various factors, such as managers of different sales areas, due to local consumption levels, consumption tendency, sales foundation, often determine their sales to a large extent, And this does not reflect their personal performance and efforts. In addition, the difference in performance is often caused by the system. In this case, it is difficult to ensure the fairness of the salary system, and the organization is often a reward environment rather than performance, which is equivalent to rewarding meteorological predictors due to good weather. The confidential salary system can avoid this sensitive issue. Therefore, companies can consider confidentiality for some work that is difficult to measure.
Secondly, if the performance evaluation system itself is not scientifically, it will introduce unscientific factors into the salary system. When this unnecessary is difficult to change during a short period of time, the public salary system is harmful to fairness improvement. Therefore, a fair and disclosed compensation system first requires support for a scientific performance assessment system, otherwise, salary is still confidential.
Third, many employees hope that their salary is confidential. Discussing your exact income will be as uncomfortable like a stranger, especially employees with low income and low performance, and the open salary will embarrass them, and the income is lower than the average level of employees account for a large proportion. Any organization is difficult to have an indifferent to them. Employees have privacy, which seems to be confidential for their income.
Finally, the confidential salary system can give the manager more freedom in income management. Because they don't have to explain all wage differences. The disclosed salary system will make managers to minimize wage gaps, and allocate income. But the reality is not the case, the performance of employees is not average distribution, but tends to be a normal distribution, so the gap between the wage income is also inevitable. In order to reduce the management, the peacefulness, the salary and confidentiality system is an effective way. Especially for companies that have a large wage gap, the confidential salary system is often managed by a magic weapon, so it is not surprising that many companies have chosen the confidential salary system. In my country, the salary system is open or confidential, and it is necessary to consider the particularity of Chinese companies. First, the awareness of the Chinese people, as well as the awareness of small agricultural average, everyone is more accustomed to "big pot", while long-term Confucian thinking, the influence of the Chinese "good face", not used to public acceptance of income gap . Secondly, the stability and continuation of the salary system of Chinese companies is not good, often difficult to stabilize employees, salary and confidentiality can reduce employees to unstabilizes due to over high expectations. In addition, most Chinese companies are in the reform and entrepreneurial stage, it is difficult to ensure the stability of the salary system, and the salary system changes. In order to prevent the company from being difficult to withstand the risk of compensation system changes, many companies have chosen a confidential salary system.
Overall, the confidential salary system has its rationality and effectiveness in the salary management practice, but it is just to avoid some problems, and it is impossible to solve the problem fundamentally, therefore, establish an open, fair and fair salary The system is a big direction.
