How science and craft of HR with

Baiming Dayton human resources management consulting senior consultant Chen
[Case] ​​
A personal company is a furniture fabrication 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 asked the manager to multiplication paid within a certain percent of ration control. Some managers more servile, 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 handle. Thus, the HR manager, pushed to the impasse, said the human resources department did not pay the bully, the department said the Human Resources Department is to pay to get a plumage when the signal, abuse of power, the general manager, in corner, 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 industry pacesetter, the staff has exceeded 5,000 people. However, B's HR manager salary was forever do a mental and physical dissipation. Because, though 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 persons and salary data, and all of the remarks denote, respectively, then submitted to the secretary (in dictate of personnel leadership) debate list, the process again to dart the HR manager 5-10 times, there are so many other candidates for vice premier recommended the need to temporarily combine the list, there are so many places constraints due need to erase the list. Finally title for the list to determine the time, but the list sent to all other departments, had to face was mow out of the salary list of staff complaints. HR managers can only be a distinction between a communication, persuasion, but the result is that employees complained to the general manager at the collective. The end outcome, employees receive a certain salary level, HR managers ratified by the foul meal.
salary, corporate incentive and salary as employees is an momentous means of distribution, merely likewise the HR ministry must take a elementary duty. However, for the case depicted, many companies did not melodrama out the salary of an provocation efficacy, many HR directors are very loath to bear the The informed face the employer and hired commentary.
case A corporation does not understand why salary, salary is based ashore what the standard of what is typical of the absence of scientific basis for salary; B enterprise had established a remove salary increases and standards, but In the salary of the organization, communication and additional measures 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 fewer than a typical case of Art, the inventor proposes to lay the basis of salary and salary increase of a few specific strategies and aesthetic methods.
an, how to create the technological root 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 annotate how four specific aspects of these articles explain how to establish a causal chain.
1. Labor costs and corporate bargains to establish a causal chain
any affair in the end they're all very concerned about how much fatigue costs of enterprises, are very concerned about how companies can establish enterprise performance and aggregate fatigue costs linked to the mechanism to give full play to labor cost incentive to achieve 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, but also to achieve a minimal human cost effective means to acquire maximum benefit. Labor cost analysis methods typically include historical data kept by the statute, labor law and the projected profit and wastage distribution of critical evaluating. The maximum common formula is: rate = current absolute labor costs labor costs / current sales. A more adult industries or enterprises, when small changes in operating conditions, labor costs ought be a constant rate (Table 1 is the total labor costs and commerce relationship between the proportion of sales, for your reference).
Table 1 the total labor costs to sales percentage of total labor costs
tight 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 everyday management practices, may be on to the general manager down to the general staff have ignored the the importance of this arrow, 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, sale 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, considering the talent market supply and demand factors, categories of employees and salary examine 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 perfect 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 appraisal 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 core 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 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' wage criteria, including four aspects, one is the individual merit (price merit), which at the value of their employees, including private qualifications, professional, job heading, 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 narrated to the qualifications of workers; third contribution to the value (extravaganza value), namely employees in a particular rank to build value for the company; Fourth rarity value (market value) that, along to the scarcity of talent afford and claim determine the market value of The shock of remuneration 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, concrete treads are It’s about time: (1) the ability to develop private 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 class adjustment rules; (2) the value of the evolution of job positions to modify 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, although, pay for performance only reflects the value of normal 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 fast development of the company's performance to the number 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, 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 mortification the main reason.
4. Additional rules were established
in total salary, salary policy, salary rules and business performance, payroll and talent market value of the source of supply and demand factors on the basis of the causal chain, companies must also be imperative under the relevant state policies (such as minimum wage) and inflation and other factors,Nike Shox, to develop an annual salary of the increased rules. By additional rules,Nike Shox Turbo, one can exclude unnecessary legal disputes, on the other to further improve employee satisfaction, avoiding the employees are not satisfied, to avoid the pre-salary inputs wiping out the gains.
Second, how to amend the art of salary management
case B was the company's HR manager salary is the chief reason for troubled companies, is the art of management. So what is the art of management, salary management how to improve the art of it? I believe that the art of management simply said, is among the limits prescribed in the system, can effectively inspire others to implement measures related systems or methods. Here are some salary management methods and measures.
1. Preliminary communication, the impact high-level aid and adhere to the rules of implementation of the salary
HR Manager salary issued in the official channels and channel policy, first to the daily salary adjustment policies, strategies, amount, proportion and the basis for such salary to senior corporate reporting, corporate executives to aspire for recognition. At the same time, verbal instructions to the senior leadership during the past salary prone to some of the problems and led to the cause of the problem, and politely request to corporate executives in order to avoid alike problems from occurring, so that objective and independent, 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 materials to report.
communicate through early this measure, I believe the case of company B in the process of salary, it will not occur repeatedly some of the senior leadership of the 'human' recommendation, we would not must face salary, general manager of the complaint phenomenon.
2. Meeting communication, the rules affecting the senior staff conference
verbal communication is a formal access of communication, communication can be caused by meeting the department heads on matters of emphasis. Therefore, the annual salary early, you can sort meet high-level meeting heeded salary, HR manager by 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 beginning of the meeting, on-site loosen contains generic sector salary recommendation report form and guidance on how to fill out.
on public occasions, formal communication meetings, publicly announced rules,Nike Shox TL3, common manager of the request in public, believe that outlooks. Communication through meetings, cases A and B in the company's senior officers from the swap will disburse attention to rules and systems of studying and admission, will be more proactive in obedience with the rules and salary system.
3. Written report apt promote the degree of care
relevant personnel in written report manner, one can apparently record the relevant issues in order to shirk future discussions, not file are obtainable, but also to dodge the careless violation of the rules relative to personnel actions, on the other hand, can further enhance the importance of pertinent personnel. The salary correction recommendation report written prototype amplified by the Human Resources Department. Contents of the report tin be divided into 2 parts, the 1st part is general, usually including: strategy this year's salary, and salary rules, salary scale, salary reasons and analysis, salary and the salary of specific program activities period schedule, etc. Human Resources is responsible for writing the specific content; second part is the personality part, 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 resumption of the report, Human Resources Department is responsible for the control rules and salary review, 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 suggest some random human does not meet the requirements.
3. Included in the assessment, the responsibility of department heads to enhance the awareness of
salary is the most prone to the problem head-sponsored,Nike Shox R2, with staff missing the needful explanations and communication, so that employees lack the necessary right salary swap, 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 liabilities. Therefore, HR must comprehend the mentor through the system so that their salary should be the responsibilities of work, namely staff explanation of the responsibilities and salary-related matters in accordance with the salary policy based on objective and impartial 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 included in the salary of the responsible department heads performance evaluatiin due time, thus, improve the work of various departments and reversed the sense of responsibility salary, salary urge department heads to implement the coordination, interpretation of responsibility to reserve the salary of the justice.
definitely not fair people resource management human resources issue, whether the case of Company A and Company B of the HR managers to assess the forcible application of systems and means to appliance the salary-related responsibilities to manifold department heads on the shoulders of , then I believe A's and B's managers are affirmative, with the objective of the salary of the HR department do the work, preferably than to provide the salary list of irresponsible or irresponsible agitation below the leapfrog complaints.
4. Set up a grumbles aisle to effectively lead the staff salary dissatisfaction
cause employee dissatisfaction or four haphazard deeds of complaints is an important reason is companies do not provide 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 program is, what matters need to be arranged, etc.,Nike Shox Monster, and stressed that the complaint is not required to accept the location are thought non- . Annual salary when the first human resources through the web bulletin, or notice 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 general manager of straight employees of the phenomenon, even the small quantity 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 craft, science is the foundation of craft is the means, I hope that in the salary HR zones, via scientific usages and tools to arrange the basis for salary increases, the measures through the arts and means to regulate the salary of treatment, thus, the boss satisfied with the salary of the purpose and results, the employees are satisfied with the salary of the process and results,Nike Shox R3, to achieve staff and the boss cheerful!