How science and craft of HR with

Baiming Dayton person resources treatment consulting senior adviser Chen
[Case] ​​
A private company is a furniture manufacturing company, the performance is very prominent in recent annuals, the staff has reached more than 1,000 people. However, salary every time, HR managers are struggling. Because the department manager will always need to pay a long list so submitted a list of persons, but there will always be a lot of reason to pay these people, HR managers have to bite the bullet and queried the manager to increase paid within a certain percentage of ration control. Some managers more loyal, it will raise the proportion of the quota has been adjusted as required, when some department managers are handed the general manager will report directly to the front, constantly not nay department manager, general manager of the Human Resources Department to sign an concert and then return the knob. Thus, the HR manager, moved to the impasse, said the human resources department did not pay the tease, the department said the Human Resources Department is to pay to get a feather when the directional, damage of power, the general manager, in turn, reprehend the negative control of human resources payroll Almost more than the growth rate of corporate performance ... ...
B is a state-owned listed companies, great losses from the 1980s into the new industry pacesetter, the staff has exceeded 5,000 folk. However, B's HR manager salary was forever do a mental and physical exhaustion. Because, however the company has established a relatively complete compensation standards and rules for promotion, but each time salary, HR managers must be collected well in advance of every department a list of humans and salary data, and all of the comments signify, respectively, then submitted to the secretary (in charge of personnel mastery) dispute list, the process again to dart the HR manager 5-10 times, there are so many other nominees for vice premier recommended the need to temporarily add the list, there are so many locations constraints deserving need to delete the list. Finally title for the list to determine the time, but the list sent to all other departments, had to face was tear out of the salary list of staff complaints. HR managers can only be a difference between a communication, convincing, but the outcome is that employees complained to the general manager at the collective. The end result, employees receive a certain salary level, HR managers approved by the foul repast.
salary, corporate stimulus and salary for employees namely an momentous method of delivery, yet also the HR department must take a elementary duty. However, for the case described, numerous companies did no activity out the salary of one incentive efficacy, many HR managers are quite disinclined apt bear the The accused face the employer and employee critique.
case A company does not understand why salary, salary is based on what the criterion of what is typical of the lack of scientific basis for salary; B company had established a clear salary increases and standards, but In the salary of the union, communication and other amounts are obviously inadequate, is a typical salary in the case of masterly failure. A's salary for the lack of basic salary and company B less than a typical case of Art, the founder proposes to arrange the basis of salary and salary addition of a few specific strategies and masterly usages.
one, how to establish the scientific basis of salary and salary
A company source failure is the lack of scientific basis of salary, then the scientific basis of salary, what is it? Scientific basis of salary that is a scientific synopsis of salary level of the causal chain. Here I will unravel how four specific aspects of these articles explain how to establish a causal chain.
1. Labor costs and corporate sales to establish a causal chain
anybody business in the end they're all very cared almost how many labor costs of enterprises, are very concerned about how companies can create enterprise performance and total fatigue costs linked to the machinery to give full play to labor cost incentive to attain the minimum cost to pay, obtain the most effect. Labor cost analysis of wage of the management mechanism is one of the three basic engineering,Nike Shox Monster, but also to effect a minimal human cost effective means to win highest benefit. Labor cost analysis methods typically include historical data kept by the law, labor decree and the projected profit and detriment distribution of fussy calculating. The most common formula is: rate = current total labor costs labor costs / current bargains. A more mature industries or enterprises, when small alterations in operating conditions, labor costs should be a constant rate (Table 1 is the total labor costs and business relationship between the proportion of bargains, for your reference).
Table 1 the total labor costs to sales ratio of total labor costs
fixed size / sales for more than 5,000 people from 1000 to 4999 were 11% 12% 13% 300 999 14% 100 299 30 99 15% mean 13% of people in case of Company A and Company B may have initially set up labor costs and business performance of the causal chain, but in the daily management practices, may be on to the general manager down to the general staff have ignored the the importance of this indicator, this has been reasons.
2. Establishment of corporate compensation strategy and corporate strategy and the talent market supply and demand chain of causation
corporate compensation strategy is to determine the salary policy-oriented standard, usually including the market-leading strategy, marketing strategy and market to emulate the corresponding strategy, by which the salaries of specific strategy, corporate strategy and human resources by the market supply and demand. Corporate salary total compensation strategy must be business-oriented strategies,Nike Shox NZ, considering the talent market supply and demand factors, categories of employees and salary scrutinize results and other factors. If the market-leading strategic enterprises (case B company should implement this strategy), the salary of the strategy is based on market scrutinize results, to ensure the total level of kernel staff salaries on the market level, to ensure that scanty talent market is higher than the absolute level of salaries market level, to ensure that non-core and non-scarce personnel salary adjustments to the standard evaluation of the level slightly higher than the market; if the company introduced a market responsive strategies (case A company should implement this strategy), salary policy is based on the results of market research to ensure that opener employees and salary levels in the scarcity of talent on the market level, to ensure that non-core and non-scarce talent in the market salary level; if companies follow the strategy to implement the market, salary policy is to follow the industry, changes in salary levels, ensure that the essence market of scanty human resources staff and salary levels in the market, medium level, non-core employees and non-scarcity of talent in the market pay levels in the lower level.
3. Decided to build the value of employee salary and salary rules for the source of the causal chain between the value of staff salaries
source refers to the basic factors of workers' amends standards, including 4 appearances, one is the individual value (spend value), which by the value of their employees, including private qualifications, professional, job caption, seniority, aptitude, quality, etc.; second is post value (use value), which positions itself has value, primarily to reflect the job responsibilities, and as jobs not related to the qualifications of personnel; third contribution to the value (performance value), that employees in a particular position to create value for the undertaking; Fourth absence value (market value) that, according to the rarity of talent supply and demand make sure the market value of The impact of wage policy is an important factor in the final part of the attention, not argued here.
companies develop salary rule is to pay the value of these three sources and salary rules of cause and effect chain, concrete steps are as follows: (1) the ability to develop personal values ​​based on the quality of some class of salary adjustments, and methods based on individual assessment of the value to develop such ability and quality of intonation level adjustment rules; (2) the value of the evolution of job positions to adjust the value of part of the salary grade, and rules for improvement based on job level, salary level positions to develop rules; (3) contribution to the value of pay for performance parts has been reflected, whatsoever, pay for performance merely reflects the value of regular contributions, the company also need to develop a special contribution to the value of the salary rules.
case B is a listed company with considerable management infrastructure should be said that the establishment of three basic sources of value and salary rules, causal chain, but, B's state-owned enterprises are a special case is the background of the factors, which mediate with the effective implementation of several causal chain, A quick development of the company's performance to the number of employees can continue to increase, indicating the annual salary management in a way reflects the value of the source and the three salary levels of employees causal relationship, however, A's and there is no systematic source of these three values ​​and employee salary levels or salary rules, causal chain, the lack of a clear system requirements, which is A's HR manager into a year-end salary of the embarrassment the main reason.
4. Additional rules were established
in total salary, salary plan, salary rules and affair representation, payroll and aptitude market merit of the source of afford and demand elements on the foundation of the causal chain, companies must also be imperative below the pertinent state policies (such as minimum wage) and inflation and other ingredients, to develop an yearly salary of the appended rules. By appended rules, 1 tin eliminate unnecessary lawful discussions, ashore the other to beyond improve employee satisfaction, avoiding the employees are not satisfied, to avert the pre-salary inputs wiping out the acquisitions.
Second, how to improve the art of salary management
case B was the company's HR manager salary is the cardinal reason for troubled companies, is the art of management. So what is the masterpiece of management, salary management how to improve the art of it? I believe that the art of management simply said, is within the limits prescribed in the system, can mainly inspire others to implement measures related systems or methods. Here are some salary management methods and measures.
1. Preliminary communication, the impact high-level patronize and adhere to the rules of implementation of the salary
HR Manager salary promulgated in the official channels and channel policy, first to the annual salary adjustment policies, strategies, amount,Nike Shox R4, proportion and the basis for such salary to senior corporate reporting, corporate executives to strive for recognition. At the same time, verbal instructions to the senior leadership during the quondam salary prone to some of the problems and guided to the cause of the problem, and politely request to corporate executives in order to avoid similar problems from happening, so that objective and independent, according to the rules, clear authority, we will never accept a direct violation of the rules on salary-related reports and complaints, insist on receiving the HR department about salary-related matters to report.
communicate through early this measure, I believe the case of company B in the process of salary, it will not happen anew some of the senior leadership of the 'human' recommendation,Nike Shox Torch, we would not have to face salary, general manager of the complaint phenomenon.
2. Meeting communication, the rules affecting the senior staff meeting
verbal communication is a formal course of communication, communication can be caused by meeting the department heads on matters of accent. Therefore, the annual salary early, you can plan encounter high-level meeting heeded salary, HR manager at the meeting this year's salary with emphasis on strategy and policy, salary reasons, and reasons for and the basis and the amount of salary and pay attention to the process matters, and requests the General Manager position in public, demanding the implementation of all personnel in accordance with the rules. Human Resources in the starting of the meeting, on-site release contains generic sector salary recommendation report form and guidance on how to fill out.
on public causes, prim communication conferences, publicly announced rules, common manager of the request in public, trust namely views. Communication through meetings, cases A and B in the company's senior commanders from the barter ambition pay attention to rules and systems of studying and admission, will be more proactive in compliance with the rules and salary system.
3. Written report to enhance the degree of attention
relevant personnel in written report fashion, one can apparently disc the relevant issues in order to avoid future disputes, not data are obtainable,Nike Shox Menn, but also to avoid the careless violation of the rules related to personnel operations, on the other hand, can further enhance the magnitude of relevant personnel. The salary adjustment recommendation report written prototype developed by the Human Resources Department. Contents of the report can be divided into 2 parts, the first chapter is general, ordinarily including: tactics this year's salary, and salary rules, salary scale, salary causes and inquiry, salary and the salary of specific procedure activities time schedule, etc. Human Resources is responsible for manuscript the characteristic content; second chapter is the personality portion, including salary and staff positions, salary basis, testify and directions and other special circumstances, by the department head responsible for completing. The salary recommendations for the recovery of the report, Human Resources Department is responsible for the control rules and salary reiterate, non-compliance returned to the re-formulation.
case, if Company A and Company B of the HR managers to standardize the reporting format recommended salary and salary rules, etc. as the first part, I believe all managers in the recommended candidates will have their own option, I believe senior leadership will no longer see the report to recommend some random person does not meet the requirements.
3. Included in the appraisal, the responsibility of department brains to enhance the awareness of
salary is the maximum disposed to the problem head-sponsored, with staff lacking the necessary explanations and communication, so that employees absence the required right salary swap, which led to staff dissatisfaction and complaints. The basis occasion of this problem occurs is that department heads did not salary-related matters as their own responsibilities and obligations. Therefore, HR must understand the director through the system so that their salary should be the responsibilities of go, is staff explanation of the responsibilities and salary-related materials in consensus with the salary policy based on objective and equitable reporting salary intended reporting obligations, and must obey with the salary provisions of the relevant policy responsibilities. Meanwhile, with corporate executives and the head of communication, will be comprised in the salary of the responsible department heads performance evaluatiin due time, accordingly, improve the work of assorted departments and reversed the sense of responsibility salary, salary urge department heads to appliance the coordination, interpretation of responsibility to keep the salary of the judge.
definitely not equitable human resource management human resources publish, if the case of Company A and Company B of the HR managers to assess the efficacious application of systems and means to implement the salary-related responsibilities to various department heads on the elbows of , then I believe A's and B's managers are assured, with the objective of the salary of the HR department do the work, rather than to provide the salary account of irresponsible or irresponsible agitation under the leapfrog complaints.
4. Set up a complaints channel to effectively guide the staff salary dissatisfaction
cause employee dissatisfaction or four haphazard acts of complaints is an important reason is companies do not cater employees with clear channels for complaints and procedures. Therefore, enterprises must be clearly defined complaints reporting system, staff salary received complaints department which, with staff complaints procedure is, what substances absence to be prepared, etc., and accentuated that the complaint is not necessitated to approve the location are considered non- . Annual salary while the first human resources through the web bulletin, or notification in the form of aircraft highlighted complaints channels and salary matters.
case whether company A and corporation B set up a remove and open outlets for complaints, I believe that some departments would not have complained to the manager or general manager of straight employees of the phenomenon, even the small amount of this phenomenon, I believe that Company A or B according to the company's general manager of the complaints system also provides the complaint documents to the HR process.
In short, management is a science is an art, science is the foundation of art is the means, I hope that in the salary HR places, through scientific methods and tools to lay the basis for salary increases, the measures through the arts and means to regulate the salary of management,Nike Shox R3, thus, the boss satisfied with the salary of the purpose and results, the employees are satisfied with the salary of the process and results, to achieve staff and the boss cheerful!