Four Major Contents Of Salary Design

< p > < strong > 1. Without development strategy, there is no a href= "//www.sjfzxm.com/news/index_c.asp" > salary design < /a > /strong > /p >

< p > the so-called "marching war" requires good military strategy, and the remuneration design of enterprises is not isolated.

The salary design needs to be organically combined with the development strategy, the staff needs and the external environment of the enterprise, and the enterprise must decide the salary level according to the current economic benefits and the sustainable development.

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< p > < strong > two, < a href= "//www.sjfzxm.com/news/index_c.asp > > humanized < /a > is the core content of salary design < /strong > /p >

< p > humanized is the important principle of the enterprise salary management, and of course is the core content of the enterprise salary design.

Of course, people-oriented is to identify employees' values as the basic premise, what the enterprises encourage, what to let employees know at a glance, and pay the design through correct values management.

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< p > < strong > three, seeking fairness in < a href= "//www.sjfzxm.com/news/index_c.asp" > differentiation < /a > < /strong > /p >

< p > generally speaking, fairness in salary design is relative. However, the inevitable loss of differentiation is to find a balance between the two.

In fact, many times in the design of enterprise's remuneration, such as equal pay for work is unavoidable, because even if the job is the same, the job skills and attitudes of employees are different.

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< p > generally speaking, there are mainly two kinds of pay gap: first, the pay gap of different posts; second, the difference of employees' salaries in different positions of the same post.

The first difference can be solved through job evaluation; the second case is based on job evaluation, and it should also consider the staff's ability and quality, staff's contribution to the enterprise and other factors to make specific judgments.

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< p > < strong > four, corporate culture should be incorporated into the salary design < /strong > < /p >

< p > salary design is directly related to the development stage of enterprises and the corporate culture advocated by them. To tell the truth, the two should not be separated from each other. Of course, many private enterprises may not have their own corporate culture at all, so this is also an important reason for their difficulty in salary design.

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< p > related links: < /p >

< p > negotiation skills: < /p >

< p > first, do not be angry because of the defensive attitude of your superior, insist on using data to speak, prove your performance; < /p >

< p > Second, if you can't get the result you want, consult your trusted tutor to determine if your request is reasonable; < /p >

< p > Third, to distinguish between personal behavior and the situation at that time, to distinguish clearly whether the other party represents the company's idea or its personal reaction; < /p >

< p > Fourth, analyze whether the development of the company is in line with your long-term career goal and determine whether staying in the original position is the best choice; < /p >

< p > fifth, if it is time to move forward, pluck up the courage and not be afraid of the new negotiations; sixth, don't cross the bridge, do not slander the company of the past.

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< p > finally, don't forget to cheer for the new opportunities you have obtained! < /p >