EHR promotes the refinement of salary increases

更新时间:2019-03-04 17:25:00点击:398612 Industry Views

  In the face of the continuous rise of CPI and the temptation of competitors, job-hopping has become a natural choice for many key employees of enterprises; in turn, if the salary increase is not done properly, it may cause new internal imbalances and fail to achieve the expected incentives. effect. How to increase the salary? This article will start from the practice of corporate salary increase operations, combined with the implementation of the eHR system of the software, trying to establish a systematic method of corporate salary increase operations.

1. Estimated total salary increase

The first thing to do is not to determine the specific salary increase for individual employees, but to determine the total salary increase of the company; in other words, to determine the total cost of the salary increase, the total plate, and then in different departments, employees Allocation. Determine the total salary increase, in fact, determine the cost ceiling of the company's salary increase, which also takes into account the balance between the effect of salary increase and corporate cost control.

Otherwise, if you start directly from determining the employee's individual salary increase, it is easy to make the company pay too high a salary increase because there is no total cap control. In the specific operation, its performance is that each department often raises a high salary increase requirement at the beginning, and then the human resources department controls and lowers it, which is easy to bring employees to conflict.

Determining the total salary increase actually has the nature of re-approving the total amount of corporate compensation. The total amount of compensation is determined. The usual practice is to determine the total amount of compensation in the total sales of the enterprise or the net output value of the enterprise (the former is called the total compensation ratio, and the latter is called the labor distribution rate). According to the indicators of the company's historical indicators, the general level of the industry and the sales of the current year, the upper limit of the salary increase can be calculated. It can be seen that the total salary increase must be combined with the company's next year's operating budget, and it is separated from the operating budget. The salary increase becomes a salary increase.

At this time, many enterprises may face the problem of lack of necessary data and statistical analysis: because the enterprise salary is managed manually, various human resources data and salary data are incomplete; or the data is very scattered, it takes a lot of effort to complete the above. Analysis and accounting. With the support of the e-system of e-based software, these problems become very simple. Using the salary analysis function of the system, it is convenient to perform longitudinal comparison analysis on the salary data under different revenue conditions over the years, so as to determine the salary increase for the follow-up. The total amount provides the necessary basis.

2. Determine the department's total salary increase plan

After the total salary increase of the enterprise is determined, the second step is that the human resources department will initially decompose the total salary increase into various departments.

First, the human resources department should compare the current income of employees in each department with the company's market position, and calculate the comparative rate. The specific method is to divide the employee's current salary from the median salary of the job market. If the value is greater than 1, indicating that corporate compensation is higher than the market average, and vice versa below the market level.

Then, based on the salary comparison rate of each employee and the company's market target positioning for different types of positions, determine the difference between the two, so that the human resources department can further calculate the maximum salary limit required for each department to make up the gap. . Obviously, the greater the value of the position for the enterprise, the higher the scarcity requires a stronger salary competitiveness. The positioning should aim at 75 points and 90 points. However, in recent years, the low-end position salary has risen very quickly, and attention must be paid. .

Second, adjustments should be made according to the actual situation of each department. Under the premise of the upper limit of the total salary increase, it is impossible for each department to determine the salary increase amount according to the target market ratio. Then it is necessary to adjust the salary increment of each position. The adjustment is based on employee performance. The higher the employee performance level, the greater the salary increase. In addition, the individual employees’ emotions and turnover intentions should be considered, especially the core of the company. For the key employees of the post, the salary increase must be tilted to these positions and personnel.

The above process is computationally intensive because of the large amount of data calculation involved. However, in the e-system of e-based software, the salary survey data can be imported, the system automatically compares the salary of each position with the median value of the market, and can further calculate the difference between the salary and the target market position salary value of each position.

By considering the above factors, the Human Resources Department can decompose the total salary increase through preliminary calculations.

3. The department determines the salary increase plan

The company's senior management and human resources department shall hold meetings of various department managers to communicate the company's salary increase quota and its principles with the heads of various departments. Next, the heads of departments will determine the salary increase of the department staff according to the total salary increase of the department, that is, the question of who will raise the salary and how much.

First, the heads of departments should grasp employee expectations through various channels, because the incentive effect depends largely on whether the expectations are met.

Secondly, the heads of departments should understand the salary comparison rate of each position under the guidance of the Human Resources Department, so as to accurately grasp the actual salary level of each department.

Thirdly, the department heads comprehensive employee performance and ability to determine the employee salary increase plan. At this stage, the department manager can obtain the annual assessment results of all employees through the e-HR system manager self-service platform. If the company implements the capability evaluation, the ability evaluation result can also be introduced; the department employees can be compared horizontally to take care of different employees. Balance.

In general, in addition to the salary increase for each position, the person in charge of the department should also briefly explain the reasons.

It seems that this process is repeating the work of the Human Resources Department, but it is very necessary, which is beneficial to the managers of each department to clearly understand the company's salary increase policy and specific methods, and then effectively communicate to employees, and the department manager is also the most People who understand employee performance and ability.

4. Determine the amount of employee salary increase

The department head will report the department employee salary increase plan to the human resources department. The human resources department can comprehensively review the above factors, including the department's total salary increase, salary comparison rate, employee performance level and ability, etc., to see if the control is in the total scope. Whether the salary level of employees in internal and key positions has reached the target level. If there is any adjustment, the Ministry of Human Resources should also communicate, adjust and confirm with the person in charge of the department.

Finally, the Human Resources Department will generate a salary adjustment plan in the e-HR system for all salary increases, and submit it to the superiors for approval and confirmation in the form of a list.

5. Pay salary interview

Next, you can complete the salary increase notice for all employees through the eHR system. Each employee can see their salary increase through the self-service platform. But don't think that you only notice the matter, but you need to make a salary increase interview.

Because the salary increase is a good opportunity to communicate with employees in depth, after all, salary increase is the most substantial recognition of employees, so it should be combined with salary increase to make clear requirements for staff capacity improvement, performance improvement, next year's target plan. These need to be resolved when the department head is interviewed with the staff. It should be noted that the salary increase interview must be one-on-one.

For those employees who do not have a salary increase or are dissatisfied with the salary increase, they may feel the sense of loss and express negative emotions. The company should also pay attention to it. Special attention should be given to those key employees, who are talking to them at the top of the company.

In many cases, employees are reluctant to express dissatisfaction directly in person, but the eHR system staff self-help module provides a suggestion box function, and employees can ask questions or comments to the human resources department through the system. In addition, the employee survey function in the eHR system makes it easy to conduct salary satisfaction surveys and automatically generate analysis charts.

6. Focus on establishing a normal salary increase mechanism

Enterprises should establish a normal salary increase mechanism in combination with changes in external market wages, as well as internal employee performance, capacity improvement, and career development plans. In other words, let employees see a foreseeable future, and clear rules will have a positive effect on building reasonable expectations for employees. This is often overlooked by many companies.

In short, specialization and refinement are the inevitable trends of human resource management business operations. This aspect depends on the improvement of the quality of human resource managers, and on the other hand depends on the support of management tools. The introduction of the e-system of e-based software not only greatly improves the management efficiency, but more importantly, the information technology realizes the continuous accumulation and deep use of human resources data, and promotes the development of human resource management to the refined direction.

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