Introduction to salary management measures
Salary refers to various forms of compensation received by employees for providing required labor to their units. It is the labor remuneration paid by the unit to employees. Salary includes two categories: economic salary and non-economic salary. Economic salary is divided into direct Economic compensation and indirect economic compensation.
Direct economic remuneration is the remuneration paid by the unit to employees in the form of currency according to certain standards.
Indirect economic remuneration is not directly paid to employees in the form of currency, but it can usually bring convenience to employees' lives, reduce employees' additional expenses, or relieve employees from worries.
Non-economic compensation refers to factors that cannot be measured by monetary means, but will bring psychological pleasure to employees.
Salary Management Measures Objectives
(1) Efficiency goals
The efficiency goal includes two levels. The first level is from the perspective of output, where salary can bring the greatest value to organizational performance. The second level is from the perspective of input, to achieve salary cost control. The essence of the salary efficiency goal is to use appropriate salary costs to bring maximum value to the organization.
(2)Fair goal
The goal of fairness includes three levels: fair distribution, fair process, and fair opportunity.
Distributive fairness means that organizations should meet the requirements of fairness when making personnel decisions and determining various incentive measures. Dissatisfaction will arise if employees feel they are being treated unfairly.
(3)Legal target
Legitimate goals are the most basic premise for enterprise salary management. The salary system implemented by the enterprise is required to comply with national, provincial and regional laws, regulations, policies and regulations. For example, it must not violate the requirements of the minimum wage system, statutory insurance benefits, salary guideline system, etc.
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