What should the human resources department of Group A follow the concept and idea of salary reform?

Human resources consists of six modules: human resource planning, recruitment and allocation, training and development, and performance.

Management, compensation and benefits management, labor relations management.

Human resource planning is the starting point and basis of various specific human resource management activities, which directly affects the efficiency of the overall human resource management of the enterprise, so it is regarded as the primary work requirement of human resource managers. Included in human resource planning is a budget for overheads, i.e., compensation management. It is necessary to make a salary budget in advance when doing the company's overall human resources planning.

Recruitment and placement refers to the process of finding and attracting those who are capable and interested in serving in the organization according to the requirements of human resource planning and job analysis for the needs of development, and selecting suitable personnel from them for recruitment. When recruiting employees, it is necessary to set the standard remuneration of employees.

Employee training refers to the planned implementation of activities that help employees learn work-related abilities. These competencies include knowledge, skills, and behaviors that are critical to job performance. In fact, the training cost of employees is included in the payroll management.

Performance management is a part of compensation management, which refers to the continuous cycle process of performance plan formulation, performance coaching and communication, performance appraisal and evaluation, performance result application, and performance goal improvement in which managers and employees at all levels participate in order to achieve organizational goals, and the purpose of performance management is to continuously improve the performance of individuals, departments and organizations.

Labor relations management includes labor contract management, labor discipline management, quota management, quota management, working hours and leave management, and attendance management. The salary items in the salary involve rewards and punishments, attendance, combined with the actual rewards and deductions.

Salary is an important part of the cost of an enterprise, and human resource planning must be considered systematically;

Job analysis is the basis of internal consistency of salary, and work intensity, difficulty, and personnel quality are important references for salary decision-making.

High salaries are good for recruitment;

Reward the good and punish the bad, and the salary should be high for good performance.

What influences the determination of the compensation package by solanin:

1) The main factors affecting the personal salary level of employees are as follows:

Labor performance. Job title or post. Synthesis is the quality and skills of the people. Working conditions. Age and length of service.

2) The main factors affecting the overall compensation of the enterprise are as follows:

The cost of living and the price level. Ability to pay wages in the enterprise. Regional and industry wage levels. The state of supply and demand in the labor market. The elasticity of demand for a product. The power of trade unions. The company's compensation strategy.

In human resource management, the determination of compensation packages is influenced by the following factors:

1.Market competitiveness: Salary compensation plans need to take into account the salary levels of similar positions in the market to remain competitive and attract and retain top talent.

2.Organizational strategy and goals: The compensation package should be aligned with the organization's strategy and goals. For example, if an organization pursues innovation and high performance, a compensation package may focus on motivating and rewarding high-performing employees.

3.Job Value and Difficulty: The compensation plan needs to take into account the value and difficulty of different positions. Factors such as the importance of the position, skill requirements, and work pressure will all affect the determination of the salary level.

5.Internal fairness and equity: Compensation packages need to be fair and equitable internally. Employees in the same position should receive similar remuneration packages, and the difference in remuneration between different positions requires reasonable evaluation and differentiated requirements.

7.Employee feedback and involvement: Employee feedback and engagement should be considered when developing a compensation package. Their input and suggestions can help optimize and improve the design and implementation of compensation packages.

Taken together, these factors can help organizations determine the right compensation package to meet the needs of the organization and employees, as well as improve overall performance and employee satisfaction.

Payroll management is closely related to enterprise human resources, which is manifested in the following aspects:

1.Incentives and rewards: Compensation management is a way for enterprises to motivate and reward employees, through a reasonable compensation system and compensation plan, it can improve employees' work enthusiasm and creativity, and promote employees' work performance and work contribution.

2.Talent introduction and retention: Compensation management is also of great significance to the introduction and retention of talents. A reasonable remuneration package can attract and retain outstanding talents, and improve the competitiveness and market position of enterprises.

Through the combination of performance management and compensation management, employee performance and contribution can be improved, while also increasing employee satisfaction and loyalty.

4.Cost control: Payroll management is also of great significance to the cost control of enterprises. Through a reasonable salary system and salary plan, we can control the cost of human resources and improve the efficiency and competitiveness of Qiling Sunye.

5.Compliance with laws and regulations: Payroll management needs to comply with relevant laws and regulations, such as labor laws, social insurance laws, etc. Compliant payroll management can reduce the legal risks and liabilities of the enterprise, while also improving the reputation and image of the company.

Payroll management is closely related to corporate human resources, and this link is interdependent and promoting. The following are some suggestions from Shenzhou Elite to everyone, I hope to help you with the stool, and you can pay attention to Shenzhou Elite Career Navigator for more content!

Compensation management and work analysis; payroll management and human resource planning; Salary management and enterprise recruitment and recruitment; compensation management and performance management; Payroll management and employee relationship management.

In the formulation of compensation, three principles are generally followed: self-fairness, external fairness and internal fairness. In terms of the formulation of specific salaries, Long Lirong said that enterprises should design a salary system suitable for the development of enterprises at this stage and can effectively support their competitive strategies according to their different stages of development and current competitive strategies.

a. Start-up period: high salary

For start-up companies, remuneration has strong external competitiveness and dilutes internal fairness.

Because newly established enterprises usually need to invest a lot of money in the production and sales of products and services, they are often in urgent need of a large number of excellent production and technical personnel and sales personnel, but because the enterprise start-up, the competitiveness of talents is still very weak on the whole, so it can only rely on higher salary levels to attract outstanding talents.

In addition, in the start-up period of the enterprise, the main business processes and organizational structure are not stable, the job responsibilities are not clear, there are often multiple positions or overlapping responsibilities of one person, and the leading employees are often entrepreneurial enthusiasm rather than reputation and formal status, which will dilute the internal fairness of compensation.

Therefore, in the start-up stage, the company's liquidity is relatively tight, in order to reduce the financial burden of the enterprise, the overall salary rigidity at this stage should be smaller, that is, the basic salary and benefits account for a small proportion, and the performance bonus accounts for a large proportion.

b. Rapid growth period: appropriately improve welfare

In order to adapt to the rapid growth of enterprises, the design of the salary system should pay attention to internal fairness and emphasize the external competitiveness of salary.

First of all, due to the expansion of the scale of enterprises, enterprises have begun to pay attention to rules and regulations'construction, the main business processes and organizational structure are also becoming more and more stable, and the enterprise has gradually entered the stage of standardized management.

In addition, the demand for excellent talents has increased greatly, and in order to obtain excellent talents, the external competitiveness of salaries is particularly important.

Therefore, at this stage, on the one hand, enterprises begin to appropriately increase basic wages and increase benefits; On the other hand, as the enterprise is in a state of active expansion, individual contributions are encouraged, and performance bonuses based on individual performance account for a large proportion.

c. Mature and stable period: strengthen internal fairness

Enterprises in the mature and stable period pay more attention to the internal fairness of salary, and no longer place special emphasis on the external competitiveness of the company.

As the internal management of the enterprise is more standardized at this stage, it is easier to establish a position-based salary system. In addition, employees are more concerned about the internal fairness of compensation, and enterprises must pay special attention to the internal fairness of compensation during this period.

Therefore, at this time, the basic salary paid by the company to the employee is very high, the benefits are also the most, and the performance bonus is relatively small. In addition, due to the further expansion of the market, it is more difficult to rely on the strength of individual employees to develop, and it is necessary to rely on team operations.

The salary system refers to the salary macro key system and salary management system provided by the enterprise for employees, including the salary structure, salary grade, salary composition and distribution methods. The following aspects need to be considered in the formulation of the compensation system:

1.Determine the compensation strategy: Enterprises need to formulate a clear compensation strategy, including the overall level of compensation, salary distribution ratio, performance incentive mechanism, etc., to ensure the rationality and feasibility of the compensation system.

2.Conduct market research: Companies need to understand the salary levels of equivalent positions in the same industry in order to develop competitive compensation standards and systems.

3.Design the salary structure: Enterprises need to design a reasonable salary structure and grade division according to the different position levels and performance of employees, so as to motivate employees to continuously improve their professional quality and ability.

4.Determine the composition of compensation: Enterprises need to determine the proportion and method of compensation composition, including basic salary, performance salary, bonuses, allowances, and benefits, so as to meet the different needs and expectations of employees.

5.Establish a performance appraisal mechanism: Enterprises need to establish a scientific, fair and feasible performance appraisal mechanism to evaluate the work performance and performance of employees and provide a basis for performance incentives.

6.Determine the payroll management process: Enterprises need to establish a sound payroll management process, including payroll accounting, payroll, payroll, payroll, payroll, etc., to ensure the accuracy and timeliness of payroll management.

Answer]: Quietly sedan Sun A

The basic salary is the most basic and important part of the salary system of managers, because the determination of other salary items, such as bonuses, chain bonuses, and welfare allowances, is determined according to the amount of basic salary.