How science and masterpiece of HR with

Baiming Dayton human resources management consulting senior adviser Chen
[Case] ​​
A personal company is a furniture fabrication company, the performance is very famous in recent annuals, the staff has reached more than 1,000 people. However, salary every time,Womens Lacoste Carnaby Trainers, 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 must bite the bullet and inquired the manager to increase paid within a certain percentage of ration control. Some managers more amenable, it will raise the proportion of the quota has been adjusted as required, while some department managers are handed the general manager will report directly to the front, often not nay department manager, general manager of the Human Resources Department to sign an accord and then return the deal. 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 indicator, damage of power, the general manager, in rotate, blame the negate control of human resources payroll Almost more than the growth rate of corporate performance ... ...
B is a state-owned listed companies, large losses from the 1980s into the current manufacture pacesetter, the staff has surpassed 5,000 people. However, B's HR manager salary was always do a mental and physical depletion. Because, notwithstanding the company has established a relatively complete wage standards and rules for improvement, but every time salary, HR managers have to be collected well in advance of each department a list of humans and salary data, and all of the remarks signify, respectively, then submitted to the secretary (in charge of workers presidency) debate list, the process again to dart the HR manager 5-10 times, there are so numerous other candidates for vice president suggested the need to temporarily add the list, there are so many areas constraints due need to delete the list. Finally title for the list to decide 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 merely be a distinction between a communication, persuasion, but the outcome is that employees complained to the general manager by the collective. The end outcome, employees receive a certain salary level, HR managers approved by the foul meal.
salary, corporate incentive and salary for employees is an important means of distribution, but also the HR department must take a basic responsibility. However, as the case described, many companies did not play out the salary of an incentive effect, many HR managers are very loath to bear the The informed face the boss and employee objection.
circumstance A enterprise does not know why salary, salary is based above what the standard of what is typical of the lack of technological root for salary; B corporation had established a clear salary increases and standards, yet In the salary of the organization, communication and additional fathom are obviously inadequate, is a typical salary in the circumstance of elegant failure. A's salary because the lack of basic salary and enterprise B less than a typical case of Art, the inventor proposes to arrange the basis of salary and salary amplify of a few specific strategies and elegant 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 class of the causal chain. Here I will unravel how four specific appearances of these articles explain how to establish a causal chain.
1. Labor costs and corporate bargains to establish a causal chain
whichever business in the end they're all quite cared about how much labor costs of enterprises, are very concerned about how companies can build enterprise performance and total labor costs interlocked to the mechanism to give full play to labor cost stimulus to achieve the minimum cost to pay, obtain the most effect. Labor cost inquiry of remuneration of the management machinery is one of the 3 basic engineering, but also to achieve a minimal human cost effective means to obtain maximum behalf. Labor cost thinking methods typically include historical data kept by the law, labor law and the projected profit and wastage distribution of fussy reckoning. The most common formula is: rate = current total labor costs labor costs / current sales. A more adult industries or enterprises, when small changes in operating conditions, labor costs should be a constant rate (Table 1 is the total labor costs and business relationship between the proportion of sales, for your reference).
Table 1 the total labor costs to sales percentage of aggregate labor costs
firm size / sales for more than 5,000 human from 1000 to 4999 were 11% 12% 13% 300 999 14% 100 299 30 99 15% average 13% of people in case of Company A and Company B may have initially set up fatigue costs and commerce representation of the causal chain, but in the everyday 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 tactics is to determine the salary policy-oriented standard, routinely including the market-leading strategy, marketing strategy and market to follow 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, considering the talent market supply and demand factors, categories of employees and salary survey 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 survey results, to assure the total level of core staff salaries on the market level, to ensure that scanty talent market is higher than the utter 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 key 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 core market of scanty human resources staff and salary levels in the market, navel level, non-core employees and non-scarcity of talent in the market pay levels in the lower level.
3. Decided to establish 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 units of workers' compensation standards, including four aspects, one is the individual value (cost value), which by the value of their employees, including private qualifications, vocational, job caption, seniority, competence, quality, etc.; second is post value (use value), which positions itself has value, mainly to reflect the job responsibilities, and as jobs not associated to the qualifications of personnel; third contribution to the value (performance value), that employees in a particular location to establish value for the enterprise; Fourth scarcity value (market value) that, according to the scarcity of talent supply and demand determine the market value of The impact of wage policy is an important factor in the final portion of the consideration, not discussed here.
companies develop salary rule is to pay the value of these three sources and salary rules of cause and effect chain, cement treads are consist in ...: (1) the ability to develop personal values ​​based on the quality of some level of salary adjustments, and methods based on individual assessment of the value to develop such ability and quality of tone level adjustment rules; (2) the value of the development of job positions to adjust the value of part of the salary grade, and rules for promotion based on job level, salary level positions to develop rules; (3) contribution to the value of pay for performance parts has been reflected, however, pay for performance only 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,Lacoste Shoes, 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 rapid evolution of the company's performance to the digit of employees can persist to increase, indicating the daily salary management in a way reflects the value of the source and the three salary levels of employees causal relationship, although, 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 mortification the main reason.
4. Additional rules were established
in total salary, salary plan, salary rules and business performance, payroll and aptitude market amount of the source of supply and demand factors on the basis of the causal chain, companies must also be mandatory under the pertinent state policies (such as minimum remuneration) and inflation and other factors,Lacoste Protect Laser Trainers, to amplify an annual salary of the increased rules. By increased rules, one can eliminate needless lawful discussions, on the other to beyond improve employee satisfaction, avoiding the employees are not satisfied, to dodge the pre-salary inputs wiping out the gains.
Second, how to improve the art of salary management
case B was the company's HR manager salary is the main reason for troubled companies, is the art of treatment. So what is the art of management, salary treatment how to enhance the art of it? I believe namely the art of management simply said, is among the limits prescribed in the system, tin effectively inspire others to appliance measures related systems alternatively methods. Here are some salary management methods and measures.
1. Preliminary communication, the clash high-level advocate and cling to the rules of implementation of the salary
HR Manager salary promulgated in the lawful channels and channel policy, first to the annual salary adjustment policies, strategies, amount, proportion and the basis for such salary to senior corporate reporting, corporate executives to aspire for admission. At the same time, verbal instructions to the senior leadership during the quondam salary prone to some of the problems and led to the cause of the problem, and politely request to corporate executives in mandate to avoid similar problems from happening, so that objective and neutral, according to the rules, clear credential, we will not accept a direct violation of the rules on salary-related reports and complaints, insist on receiving the HR department almost 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 again some of the senior leadership of the 'human' recommendation, 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 prim way of communication, communication can be caused by meeting the department heads on matters of emphasis. Therefore, the annual salary early, you can sort encounter high-level meeting heeded salary, HR manager at the meeting this year's salary with accent 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 unlock contains generic sector salary recommendation report form and guidance on how to fill out.
on public occasions, formal communication meetings, publicly announced rules, general manager of the request in public, believe that views. Communication through meetings, cases A and B in the company's senior officers from the swap will pay attention to rules and systems of learning and recognition, will be more proactive in obedience with the rules and salary system.
3. Written report to promote the degree of consideration
relevant personnel in written report form, one can clearly record the relevant issues in order to avoid hereafter disputes, no data are accessible, but also to avoid the reckless violation of the rules related to personnel movements, on the other hand, can further enhance the importance of relevant personnel. The salary adjustment recommendation report written prototype adult by the Human Resources Department. Contents of the report can be divided into 2 parts, the first part is common, usually including: strategy this year's salary,Lacoste UK, and salary rules, salary scale, salary reasons and analysis, salary and the salary of specific agenda activities time timetable, etc. Human Resources is responsible for book the specific content; second part is the individuality part, including salary and staff positions, salary basis, testify and instructions 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 chariness, I believe senior leadership will no longer penetrate the report to recommend some random person does not meet the requirements.
3. Included in the assessment, the responsibility of department heads to enhance the awareness of
salary is the maximum prone to the problem head-sponsored,Lacoste Strap Trainers, with staff missing the essential explanations and communication, so that employees lack the necessary right salary barter, which led to staff dissatisfaction and complaints. The root cause of this problem occurs is that department heads did not salary-related matters as their own responsibilities and duties. Therefore,Lacoste Running Trainers, HR must know the adviser through the system so that their salary should be the responsibilities of work, is staff explanation of the responsibilities and salary-related matters in consensus with the salary policy based on objective and equitable reporting salary proposed reporting duties, and must obey with the salary provisions of the relevant policy responsibilities. Meanwhile, with corporate executives and the head of communication, will be contained in the salary of the responsible department heads performance evaluatiin time, thus, improve the work of various departments and reversed the sense of duty salary, salary urge department heads to implement the coordination, interpretation of responsibility to keep the salary of the judge.
definitely not equitable human resource management human resources issue, if the case of Company A and Company B of the HR managers to appraise the efficacious petition of systems and method to implement the salary-related responsibilities to various department brains on the shoulders 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 list of irresponsible or irresponsible provocation beneath the leapfrog complaints.
4. Set up a grumbles channel apt mainly adviser the staff salary dissatisfaction
reason worker dissatisfaction or 4 random doings of complaints is one major reason is companies do not cater employees with clear channels for complaints and procedures. Therefore, enterprises have to be apparently defined complaints reporting system, staff salary received complaints division which, with staff complaints procedure is, what substances absence to be prepared, etc., and accented that the complaint is not necessitated to adopt the situation are considered non- . Annual salary when the premier person resources through the network bulletin, or placard in the form of plane highlighted complaints channels and salary matters.
case if company A and company B set up a clear and open channels for complaints, I believe that some departments would not have complained to the manager or common manager of straight employees of the phenomenon, even the small measure 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 wish that in the salary HR zones, 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, thus, the boss satisfied with the salary of the intention and results, the employees are satisfied with the salary of the process and results, to fulfill staff and the foreman merry!