requestId:686148c5551771.32604778.
Salary is an investment behavior for human resources. This has changed the way in which the past Sugar daddy only regards compensation as capital, and considers how to apply this investment effectively, and applies it to the company’s unlimited resources, so that it can be invested in the most useful field and creates the most useful influence. What enterprises should think about is how much investment (total salary), which party to invest (key business area), how to combine investment (salary projects), what to invest (industry results), who will and how to obtain these investments (the relationship between different workers and salary), how to report the investment (the value generated by incentives) and other issues.
Change salary concepts
Salary must provide strong and powerless support in building corporate value and organizational concepts, and complement and complement the corporate strategy.
In the past, salary was important to value distribution based on tasks, and the position was a supporting element of the salary payment plan. Enterprises use positions as a single unit to adjust the allocation of positions’ abilities, responsibilities and resources, and then establish internal level systems. The salary and the Manila escort level systems are matched with the highest level, and the promotion has become an important force for employees to receive salary. Therefore, salary focuses on the level or position within the company, and because the evaluation of employees comes from the upper level, the focus of employee behavior changes from internal customers to their own upper level.
At present, Sugar babyAt present, if an enterprise wants to gain profits in business or business performance, it must turn its attention to its internal customers and doze off with attention to the needs of its customers. After waking up, she found that she turned out to be a supporting role in the book, and she, change and Manila escort design, asked the company to change its strategy and management methods, and change the employee task behavior to focus on.
From the impact of compensation on employee behavior, adjustments to compensation incentive targets can achieve desired behavioral changes. If the company does not change its salary concept, employees will follow the original behavioral methods, and the company will find it difficult to truly turn to customers and business goals. Therefore, for a company that hopes to be customer-oriented and constantly gain business performance, the change in salary concepts is often the main factor.
Request for compensation for career growth
When speaking about corporate operations, the important goal of salary is to attract employees to enter and retain Sugar baby in the company, showing behaviors that meet the value concept of corporate business, creating business performances that differ from corporate business goals, and thus achieving the reality of corporate business goals with the best combination of group performance.
Salary should attract people to enter the enterprise. Employees are the most basic factor for enterprises to carry out business activities and gain profits. As Sam Wallton said: “A organization wants to gain profit, people are the key, beautiful and good to sing? Beautiful…the voice…sweet? The sound is sweet, the place, technology can be purchased and rebuilt. It is fair in business games, but people cannot be rebuilt.” Therefore, the salary of an enterprise must be competitive in the industry and region to attract the required personnel to enter the enterprise.
Salary must be able to retain employees. It just attracts employees to enter the enterprise, and cannot retain employees to continue to serve the enterprise in the enterprise, and the salary will completely fall to the meaning. Although there are many factors that affect whether a person can continue to stay in a corporate mission, such as: career development, leadership style mission environment, etc. However, salary, its combination strategy, and the fairness of salary distribution are the most fundamental reasons for the impact on employees.
Salary should be able to drive employee behavior and career performance. The logical output of employee behavior is a business phenomenon. From the perspective of hope to motivate theory, “wanting to see – behavior – result – motivation” is a cycle. If salary is useful for employees’ behavioral results, it will strengthen or change employees’ behavior to suit the company’s business value concepts, thereby producing results of corporate needs. Therefore, the fairness of the salary process will have a great impact on the employee’s career, so we ask for salary and business performance.
To make the salary target specific and feasible, the salary should also have the following basic requests:
1. The salary is clear. Salary should focus on the profit areas of the enterprise, as well as the key behaviors and behavior results within the area; and provide a clear behavioral process between the hoped results and employees.
2. Salary is interesting. Compensation should evaluate the needs of enterprises and employees, and the value expenditure required to meet this demand is real. It is worthwhile to make the salary and pay for both the company and the employee.
3. Salary is genuine. Pay can really get corresponding reports for employees who take action or get expected results, and if they go one step further, it will be better than they expected.
The impact of compensation on employee motivation
Salary includes non-coin compensation and coin compensation from a broad range. Non-coin compensation is important for non-material assets that stimulate employees’ energy. It includes Sugar daddy: corporate reputation, employee task formation, positional authority, mission atmosphere, decision-making participation, talent development, and superior leadership style. Cost compensation is important to refer to the company’s motivation to employees through material conditions. Here we will discuss the motivational impact of coin compensation on employees.
Cash compensationManila escort project plan includes basic labor planning, performance labor planning, reward labor planning, capital income planning, etc. The different compensation project plans have different effects and have their own advantages and disadvantages.
Basic workforce planning is a regular and stable expenditure for employees. The basic goal is to retain existing employees in the company, and the important response to the level of positions, the details of responsibility, the strength of holding owned resources, etc. As time goes by, employees believe that this is a kind of rights they should enjoy. Due to its fixed nature, the basics have no connection with employee performance.
ScoreSugar daddyEfficient wage planning is an expense that employees earn based on their personal performance. The basic goal is to motivate employees’ talent production – career performance. The protruding employees will receive higher expenditures than evenness. If the performance and labor gap is lacking or the gap is too small, it will be difficult to achieve the expected incentive consequences and then fall into effect. Because employees must maintain their focus in order to obtain higher expenditures, they will compete with each other, blocking traffic and transmission of knowledge, skills and experience.
The bonus plan is the expenses earned by employees due to their special contributions to the enterprise. The basic goal is to award employees with special business contributions, so they can win bonuses, red profits, etc. It should have a demonstration effect among employees, but because it is a reward plan for special rewards, it is not universal. As long as a very small number of employees enjoy it, its aggressive demonstration effect will be difficult to have a useful impact on the entire enterprise. Most employees will think it is unavailable and rarely pay attention to it, which will have any significant impact on the enterprise’s business.
The capital income plan is implemented within the selected employee scope, including stocks and futures. The basic goal is to make employees who earn capital income pay more attention to the business operation and long-term development of the company, so that they can become a good cooperation with the company. Because corporate investors set various goals, they either make it difficult for employees to obtain, or they become a welfare expenditure for employees, and ultimately they can only achieve the effect of retaining employees and increasing the stability of their employees’ jobs.
From the various items of currency compensation, the divergent compensation projects have different effects on the divergent Sugar baby and the goal, it is difficult to say that a single compensation project can meet the strategic needs of the company. Therefore, under the conditions of focusing on strategies and key areas, enterprises should combine the company’s focus on the employee group, strengthen the sense of responsibility of employees and strengthen the cooperation between employees, etc., and other reasons.
Implement salary to promote growth
Companies should develop based on salary contract r TC: