Do you think it s better to increase your salary according to your job title or your salary accordin

I think that these two methods of salary increase have their own advantages, for the boss, if the salary is increased according to the job title, it can mobilize the enthusiasm of the employees, and the employees will express themselves in the company and improve their job titles, so that they can get a salary increase, which can also allow employees to compete with each other. For employees, it is not easy to increase wages according to the job title, because the job title is more difficult to assess, and the company has more employees, the competition will be more fierce, and they can only have enough ability to evaluate the job title, in order to win the salary increase quota. <>

If the salary is increased according to the length of service, it is better for employees, as long as they stay in the company for a long time, they can add the corresponding salary, for the company's leaders, it is also better, because the longer the employees stay in the company, their work will be more stable, so that the company cultivates a talent, you can always work for the company, do not worry about employee transfer, the company's internal is also relatively stable. <>

Therefore, these two methods of raising wages have their own advantages and disadvantages. Personally, I prefer to raise wages according to the length of service, because the competition is not so big for myself, and I have no ability, but also can raise wages, as long as I can stay in the company, he can increase wages according to his seniority, so that it will be easier for me to raise my salary, and I can continue to work in this company, so that my salary is growing according to my seniority, and I will not worry that I have no advantage when I am old, and I will not think about changing jobs. Because you can meet your own needs for a salary increase in the company, everyone still likes this salary increase system. <>

But there are also people who like challenges, they will like to raise their salaries according to their job titles, which will make them more motivated to work, and they are not messing around every day, but working hard, so that their work is meaningful, and it will also make employees work more actively and hard.

I think it's better to increase the salary according to the job title, because the job title represents a person's ability, and the employee should be given a salary increase according to the ability.

I think it's better to work according to the job title, because according to the length of service, there will be a lot of old fritters who don't work and get paid for paddling.

I think it's better to go by seniority, because if the job title doesn't matter, it's hard for ordinary people to pass the exam.

To be honest, I personally think it would be better to increase the salary according to the job title,This is because the increase in wages according to the length of service is likely to lead to some employees not seeking to be motivated but willing to mess around, and the salary increase according to the title can mobilize the hail of employees to a certain extent。It can be said that compared with the increase in wages according to the length of service, the practice of increasing wages according to job titles is actually more reasonable.

First, the practice of increasing wages according to length of service is not good

If the salary is increased according to the length of service, it means that as long as the employee stays in the company long enough, then they can get a relatively high salary. In such a situation, some employees will have the idea of messing around, which will lead them to not seek to be motivated and get by. A long time,These employees are likely to become a cancer that drags down the company, not only can not create too much value for the company, but also make the company bear relatively high labor costs, and even squeeze the living space of those capable and self-motivated employees, which is not conducive to the long-term development of the company

So from this point of view, it is not a good practice to increase wages according to seniority.

Second, the practice of increasing wages according to professional titles is more reasonable

If the company adopts the method of increasing wages according to the title, it can not only mobilize the enthusiasm of employees to a certain extent, but also allow truly capable and self-motivated employees to have the opportunity to show their abilities, so it is a more fair and reasonable approach. This is because the increase in salary according to the job title means that everyone has an equal opportunity, and even new employees can get a high salary based on their own strength. And for companies, this approach can also help them attract more talent, so that the company can enter a virtuous circle in talent development

What's more, after mobilizing the enthusiasm of employees by increasing wages according to job titles, it can also indirectly improve the competitiveness of the company, thereby helping the company gain a firm foothold in the market. It can be seen that the practice of increasing wages according to job titles has many benefits.

To sum up, compared with the increase in wages according to length of service, the practice of increasing wages according to job titles is more reasonable and fair.

It is better to increase the salary according to the title, because the ability of the person represented by the title, which can encourage more people to work hard in the workplace to get wages, stimulate the consciousness of employees and preparations, and it is not easy to make employees dissatisfied, and it will be easier to judge according to the title.

I think it's better to increase the salary according to the job title; Because the higher the title, Chong Oak shows that the higher his ability, the stronger the work experience, and the more powerful the comprehensive quality, everyone has no objection to his salary increase.

Personally, I think it is better to pay according to the length of service; It can stabilize employees, and the work will be more stable, so it is not easy for the company to train a person.

Personally, I think that it is best to increase wages according to the length of service, so that every search bureau employee is more down-to-earth in their hearts, and the mood is also bigger, and the salary of the person with the title is high.

Is the unit an ordinary seniority worker, or is it involved in the selection of professional titles? There are pros and cons to both models, and most units now implement both, which means that both systems will affect people's wages. However, the main body is the job title, and the seniority salary is only used as an auxiliary and caring wage increase project.

Seniority pay is applicable to almost everyone, and it is a caring project, because the more years a person has worked, does not mean that he is more capable. It is true that there will be some ability growth with the growth of work experience, but in most cases the two are not absolutely proportional, but people have worked in this unit for so many years, and if they respond to that kind of intercession, they have no credit and hard work, and they have also made their own contributions to the development of this unit. Therefore, it is also necessary to give appropriate care, and there is a seniority salary, regardless of whether the person has a promotion in his professional title, as long as he works in this unit for one more year, he will be given an extra part of the money.

The title salary is promoted by the talents of the corresponding unit, that is to say, the higher the level of the title that a person has, the higher the ability of the person, and now the evaluation of the title level is not absolutely scientific and reasonable. That is to say, the salary of this title is not necessarily completely right, but at present, there is no thing other than the salary of the title in a special administrative region, so now an intermediate choice is to continuously optimize the relevant standards of the title ratingLet everyone participate in the job title rating process more fairly and impartially, and this rating can reflect the changes in personal ability to a greater extent. <>

Most units implement the method of simultaneous development of both, the main difference is the length of service, the salary is to take care of everyone, itself can not reflect the absolute ability change, but the scope of use is very wide. Especially for those units that are relatively large and plan to exist for a long time, such units, state-owned enterprises, central enterprises, and some public institutions will basically have this kind of thing. In addition, the person with the title salary, the evaluation of the primary, intermediate and senior titles, simply reflects the changes in personal ability, even if it is not reasonable enough now, but it can indeed be reflected.

Of course, it is a salary increase based on the length of service. In fact, the pin answer wheel is more of a round because it will be fairer and more discredited, because some people do have diligent work, but they don't get the title.

It should be better to increase the salary according to the title. Because it's tied to ability. But if it is based on the length of service, the old people take advantage.

I think it's better to have a good time with Sun Bei's seniority. The difference is that the former is not very fair, because some people sell Kai Ant and are not worthy of this title. The latter is added based on the experience of buried work.

With the continuous growth of prices in our country, people's wages will pay special attention to the level of wages and the space for wage growth in the future. So, the salary increase is based on the length of service or the title, and the following will answer this question for you.

1. Whether the salary increase is based on the length of service or the title At present, the level of wages in China is mainly calculated according to the length of service. Seniority wage, also known as annual merit wage, is an economic compensation given by the enterprise according to the number of years of service of the employee, that is, the employee's work experience and the accumulation of labor contributions. Seniority pay is an important part of the enterprise distribution system.

2. Measures for the implementation of seniority wages.

1. The total length of service of employees is divided into two parts: one is the social length of service, that is, the number of years that employees have worked in the enterprise other than the enterprise; The second is the envy of the company's seniority, that is, the number of years employees have worked for the company. The total length of service of employees = social service years + enterprise service years.

2. Formulate a linear distribution policy for the length of service in society; For the length of service in the enterprise, according to the contribution law of the parabola of the employee's career, different distribution standards are implemented in stages according to different years.

3. The setting standard of seniority salary for employees.

1. The monthly seniority salary of employees who have worked in the company for one year is 50 yuan.

2. The monthly seniority salary of employees who have worked in the company for two consecutive years is 100 yuan.

3. The monthly seniority salary of employees who have worked in the company for three consecutive years is 150 yuan.

4. The monthly seniority salary of employees who have worked in the company for four consecutive years is 180 yuan.

5. And so on, for each additional year of work in the company, the monthly seniority salary will increase by 30 yuan. A total of 10 years capped.

6. If the employee takes leave for more than 15 consecutive days or takes leave for more than 30 days in a year, the length of service shall be cancelled according to the treatment of the new employee and the length of service shall be recalculated (except for those specially approved by the general manager).

7. If the employee resigns and then reinstated, the original length of service is cancelled, and the length of service is recalculated according to the new entry time.

8. The length of service is not calculated during the probationary period.

Fourth, the calculation method of employee seniority salary (for example) An employee joined the company in November 2009, then the employee should start to enjoy the company's seniority salary of 50 yuan per month in December 2010, 100 yuan per month in December 2011, 150 yuan per month in December 2012, 180 yuan per month in December 2013, and so on, and then work in the company for each additional year. The monthly seniority salary will be increased by 30 yuan. Through the above introduction, we also have a certain understanding of the issue of salary increase according to the length of service or title, at present, China's Hu Pai is still calculated according to the length of service, and the total length of service of employees is the sum of the social length of service and the length of service of the enterprise. The longer the service, the higher the salary.

Of course, there will still be some positions whose salary will have something to do with the job title.

How to pay wages at work is an important matter, because it is related to the enthusiasm of employees and the efficiency of the enterprise。At work, wages are generally divided into two parts, one is the basic salary, the other is the benefit salary, and the payment of wages is mainly adjusted in these two parts. The basic salary is a fixed salary for employees, and the payment of this part of the salary is definitely available every month, without floating, this part of the salary is issued according to the employee's qualifications, such as education, professional title, and working years, and is adjusted according to the length of service, and the benefit wage has nothing to do with the length of service, but has a relationship with the contribution of the employee.

1.Paying a basic salary according to the length of service at work is a good care for employees and good for the company. Paying wages according to seniority is part of the corporate culture, which is conducive to retaining employees, so that loyal and hard-working employees have security, and employees have greater motivation to work for the company.

For there issomeFor employees who are not very capable, although the performance of the work is not too good, they have worked diligently for the company, and the company has also given feedback, and wages are paid according to the length of service, which is also the warm culture of the enterprise and is conducive to the long-term development of the enterprise.

2.It is also important to pay wages according to the contributions made by employees at workOne Ring。Wages are generally divided into basic wages and benefit wages, benefit wages are paid according to the contribution of employees, if the contribution of employees is large, it should be given more wages instead of no change, if employees no matter how much effort they have made, no matter how much contribution has been made, there is no feedback, then it is impossible to retain talents.

In today's society, the payment of salary tests the wisdom of leaders, and the payment of salary is a key part of the company's development。The balance of all aspects must be considered in the payment of salary, and it cannot be too rigid.