How to balance the wages of employees with different skills in different regions and motivate employ

It depends on your purpose. If your goal is to train skilled workers, then you should be willing to put in the effort, pay for equal work, and get the same work. Whether he's your veteran employee or a newbie, pay your salary in a fair manner.

The low level of local wages is an advantage for you, because the minimum wage you pay according to the minimum wage of the coastal minimum wage is much higher than the salary of the local general workers, which is undoubtedly the most attractive place, you have such enough capital to absorb the best or relatively excellent labor resources in the local area, and they are treated as old employees as soon as they enter the factory, which is undoubtedly the biggest shot in the arm for them. You can set up an appraisal reward on the basis of piece-rate wages, and give a certain amount of bonus to new employees who rank high in productivity.

As for reducing costs in terms of training, you can consider taking advantage of the probationary period, and for new employees who have reached the proficiency standard during the probationary period, they can be paid in advance according to the standard of old employees. For example, a new employee's salary for a three-month probationary period is 600 yuan. If he reaches the output of a skilled worker in the second month, he will be paid in advance according to the guaranteed salary of 1,500 yuan for the old employee.

For skilled workers who have officially signed a contract, a minimum output is set in the guaranteed wage, for example, 1,500 pieces a month is actually equal to the minimum wage. If it cannot be reached, one less item will be deducted 1 yuan or yuan from the minimum salary, so as to prevent some local employees who have become skilled workers from being "lazy". However, the minimum guaranteed wage is not lower than the local standard, that is, the bottom line of the law is not touched to prevent unnecessary labor disputes.

If the output of skilled workers exceeds the monthly minimum for a consecutive quarter, additional incentives can be considered according to the excess output. This can not only promote the early conversion of new employees, but also improve the enthusiasm of the original skilled workers. Although the cost of skilled labor will be higher, but the output will go up, and the profit will naturally increase, right?

You are the boss for the specific amount, and you make your own decisions.

It's really a matter of mental balance. During the probationary period, the output and quality of the novice are incomparable with the old employees, and the natural remuneration is not comparable, so there will be no unfair psychology. If a new employee wants to compare with an old employee, the premise is that he or she becomes a skilled worker.

On the same running line as skilled workers, the salary is fair, the assessment is fair, and there is naturally no sense of imbalance in the heart. As an old employee, although there is no difference from the original salary in terms of salary, there are more assessment rewards and sweetness, and the natural enthusiasm is higher than in the past.

As for performance appraisal, additional rewards can be issued according to the level. For example, 2500 extra 100, 3500 extra 200, so that the step increases, the higher the output, the higher the increase. Of course, it is also necessary to consider the problem of production rate, which cannot exceed the limit of human body bearing, avoid the physical and psychological fatigue caused by excessive intensity and long-term labor, and reduce the production risk (to put it bluntly, it is to prevent the extreme phenomenon of overwork death).

You are not a salary problem, but an overall management structure problem, you can bring one-third of the skilled workers you bring into the boutique group, and then train the team leader from the group to bring the new employees who need to be trained, all the output should be transparent, Nissan, monthly output in the most obvious place in the factory, if the new employees' results can be assessed, immediately compiled into the boutique group, so good circulation, slowly increase the boutique group, of course, the new employee's team leader salary should be in place (slightly higher than the salary of the leader of the boutique group, increase training fees) and then adjust the salary according to the time of entering the factory, strengthen the management of corporate culture, ideological work is very important, many times it is not a matter of money, now children need the environment, amateur culture, give everyone a chance, in this way, maybe three years later, all your employees here will be locals.

I am also in the garment industry, and now it is really difficult to manage, it takes time and a complete set of management plans, and the previous industry rules have been broken.

Good luck.

Answer: D

Skill-based salary model, advantage one'It is employees who pay attention to the improvement of their abilities and tend to prefer cooperation rather than over-bright competition.