Design a comprehensive strategic compensation design - a comprehensive design and management compensation by fdjerue7eeu

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									Design a comprehensive strategic compensation             design   -   Comprehensive
compensation design and management of

 pay structure of the overall management of the
 Abstract With the knowledge era, corporate management was raised to pay more and
more important position. Chinese enterprises have gradually realized the salary from
the traditional to the modern management of change in salary management system.
This paper describes the significance of pay administration, compensation
management and the role of enterprise development. Then the concept of a
comprehensive pay, and pay the design principles, total compensation of specific
design methods and management objectives are described.
 Key words full pay compensation management flexibility benefits

 1, salary management, meaning

 strengthening of human resources management is the competitive advantage in the
market need conditions, but also the core of modern business management. With the
gradual deepening of China's reform and opening up, accelerating the pace of
knowledge of the times, managers increasingly focus on human resources
management, the reason lies in human resources management to improve the market
competitiveness of enterprises have a crucial significance:
 1. incentive mechanism. Pay system in determining job satisfaction, stimulate
motivation and enhance cohesion, support for enterprise reform plays an important
role. Reasonable remuneration policy can not only effectively stimulate employee
enthusiasm, initiative, and improving operating efficiency, but also in human
resources, under the increasingly competitive knowledge-based economy to attract
and retain a high-quality and competitive workforce.
 2. Market competitiveness. With the acceleration of the process of the Chinese
market, labor markets are maturing, the flow of talent is bound to be the impact of
salary. Region toward the high-paid professionals and business mobility has become a
common phenomenon. In this sense, whether the enterprise has directly affected the
competitiveness of salaries to enterprise competitiveness in the job market.
 3. Economic. According to business development stage, combined with theoretical
analysis and practical research, business Dangqian characteristics and facing the
problems, combined with enterprise business Zhanluezhiding of reasonable
remuneration packages to the enterprise's strategic Zuochugongxian, Shi sustainable
and stable development of enterprises.

 second, modern management principles and requirements for salary

 market economy since its establishment, our enterprise compensation management
on the content, management, management methods do have considerable improved,
but by the impact of the traditional salary management, salary management is still has
many deficiencies: As businesses most Shihangtongyi compensation strategy, rather
than as corporate business strategy change, which has restricted business objectives of
the realized; lack of scientific job evaluation system, and more subjective evaluation
to determine the wage level jobs, harm to workers inherent fairness of pay; lack of
incentive motivation, incentive costs rise. As the only one to rely on a higher level of
promotion to increase pay to motivate employees, the company's incentive costs
rising, the company Zai employees of the investment will gradually increase, while
productivity Bingbu Duiying the same rate, increasing, or increasing magnitude as the
corporate expectations. The most modern direct request salary management is to
overcome the shortcomings of traditional pay systems.
  for this, combined with practical, designed to develop the following three principles
pay:
  1. Comprehensive principle
  company that should pay management tools as a system into account, only the
consideration to avoid the interests of a department, a "stop-gap" type of one-sided
thinking. Of course, the pay must be personalized design tool, but a combination of
pay system, the overall efficiency to play.
  2. Matching principle
  salary management is not in itself the ultimate goal, but compensation strategy
through effective implementation of the strategy to support business, to realize their
goals. Therefore, the design of compensation strategy in the face of the impact of
many factors, enterprises should implement compensation strategies and business
strategy, core values, core competitiveness of priority matching.
  3. Dynamic Yuan Ze
  company's compensation strategy should not be static, but within one with
importance of environmental Er Buduan reform and improve the process. Adapt to the
changing times, the remuneration strategy of policy changes to fully play its leverage
to promote the sound development of enterprises and make due contributions.

 3, design and management of strategic total compensation

  to form a more scientific, reasonable and feasible mode of pay administration in
front of us to become an important issue. Salary management system in the modern
principles and requirements, we have to design a strategic and comprehensive salary:
  "full pay" means the business to pay salaries to recruits into "external" and "internal"
two categories, is "external" and "internal" pay combination. "External" mainly refers
to recruits pay offer quantifiable monetary value. For example: basic salary, bonuses,
stock options, pension, housing allowance. "Intrinsic" means the remuneration
provided to employees who can not quantify the monetary value of the performance
of various awards. For example, job satisfaction, work for the complete range of
easily available tools, training opportunities, increase opportunities for personal fame,
attractive corporate culture and so on. "External" and "internal" incentive pay each
have different functions. They complement each other, are indispensable. Total
Compensation Management to "external", and "internal" role in the effective two
salaries combined, the staff played a very good incentive.
  compensation design:
  basic wage. In the highly competitive market, we need to adjust the fixed and
variable costs, the implementation of cost leadership strategy, which calls for
emphasis on control of labor costs, the implementation of revenue sharing, to
encourage cost-saving behavior. To remain competitive, regardless of how the
revenue and profit growth should be given in accordance with the level of market
wages, especially advanced knowledge, technology, wage level team, so as to retain
the company's core talent. Of course, the basic wage not as a business strategy for
attracting talent, so not only can not stimulate the enthusiasm of staff, and it will
unnecessarily increase the burden of fixed costs of enterprises, not with the company's
financial capacity and development needs to adapt.
  performance bonus. Performance evaluation of active and effective manner, the
performance results as an important employee bonus is based on the implementation
of flexible pay an important part of the strategy. Implement differentiation strategy,
which requires different incentives to pursue innovative activities, using a flexible
market-based pay. Bonus to employees of enterprises and their contribution to the
extent linked, can stimulate innovation and awareness of employees, goals, and seek
development for the enterprise. On the other hand, when the company lost a top
employee, he went to run an own company, both play their management skills or
technical skills, they may receive a higher cash return, such as the preferred mode of
leaving. And bring more than just talent to the company's loss and the emergence of a
new competitor, but also took away the company's related businesses. Therefore,
effective performance bonuses, and can prevent such incidents from occurring. In
actual operation, we focus on the implementation of strategic objectives, customer
satisfaction will be included in the scope of the assessment, and as an important part
of the adoption and order a bundle of pay incentives. This not only has played a
positive role in improving staff also help employees to achieve self-worth.
  self-welfare policies. Building a staff of individual needs as the center, by the
personal needs of employees to choose their own remuneration packages of salary
management. Use of self-welfare programs of enterprises will be to design a welfare
program menu, the staff can be provided within the selected form of welfare, the
welfare of their favorite combinations. Was summarized as: 如 an Employee
Benefits include subsidized rents and transportation assistance Fei, accident insurance,
unemployment insurance, etc., will each benefit Jinhangbiaojia, within a specified
amount of staff according to their actual needs, to select response benefits. Like in a
restaurant meal launched A, B meal, C, like meals, guests can choose freely. If an
additional allowance for employees are not interested, so he can give up bonus,
choose a few other interesting part of his. Such policies taking fully into account the
welfare of the employee's marital status, age, whether there are dependents, housing
demand, the actual situation, without additional burden to the enterprise, while giving
employees the right to full autonomy to meet the needs of the employees on staff
incentives, can improve the relationship between employee and company.
  corporate culture. Pay most attention overall point is that non-cash compensation.
Employees of the company's pay satisfaction rating factors accounted for a large
non-cash share. The external incentives can be quantified easily in the market
competition to achieve a balanced level. The intrinsic motivation is difficult to
quantify in monetary terms, the enterprise would be no good reference standard,
continue to rely on their training and accumulated, and the corporate culture is a very
good atmosphere of intrinsic motivation. Was able to excel as a business enterprise, a
very important of the reasons is that it succeeded in creating the one kind of
recognition can make all the staff sincerely the core values and mission, core values as
the company's corporate staff sincerely Wenhuayidan Pi agree or there, it will affect
people's thinking and behavior. Excellent corporate culture in the
>>>>> article from [worry document]
www.5udoc.com collection and sorting, for the original author. Technology,
employees can establish a positive work values, can truly feel the joy of success,
understanding the personality to be respected, but also to demonstrate professionalism
in their work due diligence, the Company can be truly beloved by the staff.
  salary management. Namely, salary policy formulation, implementation and
amendment process how effective management.
  certain period of time to achieve the company's business development objectives and
enable companies to rapidly develop, how much talent, What kind of talent, is his
introduction of such training or through external means Lai solution, which all need to
be careful of the surveys and thinking, and formulate a comprehensive human
resource development planning. Human resources planning involves three aspects:
First, forecasts of future demand for labor; Second, internal labor supply forecasting;
Third, the external labor supply forecast. Through human resources planning
company's vision and strategy into human needs and effectively to achieve the quality
and quantity, long-term and short-term demand and supply of manpower. It should
also include human resources, recruitment, use, training, promotion, transfer and other
programs to achieve scientific and rational utilization of human resources. In the
development of human resources planning should also be combined with human
resource management functions, establishing rules and regulations, through the
standard employment system, build good human resource allocation system,
standardized management. Do a good job analysis and job design, development of a
performance-centered system management analysis are the basis for human resources
management, human resource management platform. With the internal organizational
structure to changes in conditions or external environment necessary adjustments in
light of actual and production to minimize the need for no real effect on the product
links and value-added process, to build a scientific organization and business
processes based on the actual needs of production and operation work of scientific
analysis and job design, job and make a reasonable set of standard descriptions of the
various positions to determine job duties.
  modern enterprise, the proportion of knowledge workers is growing, monetary
remuneration for their work paid for is not all, of them more focused on money that
can not be measured in the form of various reports, while enterprises sense of
responsibility, a sense of belonging, job competence, sense of achievement; provided
for the completion of various tools and conditions, training and development
opportunities, enhancing opportunities for personal fame and recognition to
individuals, agreements, etc. are also taken into account important factors, which
enterprises should pay attention to overall compensation strategy, not one-sided blind
pursuit of money paid. Total Compensation Management will pay the economic and
non-economic closely together, can increase staff enthusiasm to promote the
company's development, between the employee and the company to create a win-win
work environment.

  Reference:
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framework [J]. Technology and Economy, 2006, (15).
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Mechanical Industry Press, 2005. >>>>>
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author thanks. / Center>

								
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