"I want to pay up": technology transfer salary

For managers, the salary adjustment was "doing good", but once the method is not, it will become "doing bad things." In many of the small and medium-sized systems, the pay adjustment has become a sensitive and delicate task. Pay is very high precision operation of human resources in technical issues, good or bad is not the content of this work is to pay, but on the scientific nature of the pay system and pay adjustment process is reasonable.
Pay, is the conduct of a staff incentive and pay an important means of distribution, it has a bearing on the vital interests of employees, direct to employees as well as staff satisfaction with the work of the initiative and have a great impact on the efficiency, if not handled properly, it is possible bring business to suffer heavy losses.
On the eve of Spring Festival in 2006, is the season of health care products, large and small health care products companies gather up all forces, would like to take this strong trend of the annual sales of gifts pull up. A sales director and Huang were also pleased Road how it does not, because at this critical juncture, the Shanghai Branch Sales of "elite" one after the resignation, north side branch also made to the report, said the new recruit a number of sales before the trial period expires left. Steamed hand saw but did not have the manpower to get steamed, yellow the total could not anxious!
In fact, the crisis led to the fuse of the staff, mainly in mid-2006 that the pay adjustment.
Mid-2006, A company issued a new pay system for the program, the pay reform, mainly for sales and marketing department, the pay structure from the basic wages, performance pay, commission and bonuses constitute the majority of four.
Pay adjustment for a period of time after the company was very strong. Huang did not think of how the total because the salary adjustment, labor costs have doubled, but this led to a conclusion.
A company has developed a salary adjustment based on clear and standard, but in the process of pay, rules and inadequate communication, lack of technology in the arts pay. As managers, to understand the issue of inter-firm pay the confusion and make clear their reasons, this pay increase arts, to create a good atmosphere in pay, give full play to pay to retain talent and motivate talented people to the function, important guiding significance.
As a result of inter-enterprise management system, enterprise culture, as well as differences in staffing structure, leading to the actual inter-firm system of different pay, pay with their specific, it is difficult to learn from each other, therefore, pay for an increase of the difficulty of Many enterprises do not pay the incentive to play its due effect.
Day-to-day management, managers of the pay adjustment when many of the puzzles: why should we pay, pay based on what is the criteria, procedures, rules, communication on the issues that should be noted that ... ... these are pay managers on the process of problem before. Once the solution to poor, ranging from the impact of employee enthusiasm, causing severe internal conflicts, causing the loss.
In many cases, the enterprises do not pay transfer or transfer, less stressed and more stressed, always making up her mind, find it difficult to handle. In fact, managers are indecisive because salary swap, with the exception of the economic efficiency of enterprises, the purpose of salary adjustment is not clear, would lead to such a transfer or not to transfer, transfer polytonality less confusion. Clearly the purpose of salary adjustment is a prerequisite for the implementation of pay, not sure if this premise, from the technical and objective, it can not be bound to pay to play the real effect of not not transfer, the transfer will lead to a series of new problems.
The owner of many enterprises have this kind of confusion: the staff often asked for a transfer pay, but usually can not tell good reason, I would like to add him, but the reason for what is it? The staff felt that they should be added, the boss, however, think that the staff did not make What results, what pay? the staff felt that they should be added 1,000 yuan, the boss that the employee can only increase the performance of 800 yuan. Between employees and bosses, "Running out of Time" has never been stopped.
Some people think that employees will pay an incentive of work, higher salaries, the higher their level of satisfaction.
Facts have proved that very often, not only can not pay staff incentives, and pay as a result of improper methods, there are likely to have employees do not feel a sense of fairness to the satisfaction of employees significantly reduce or even zero, in order to give rise to serious problems, such as not and then work hard, or even leave the company.
Remove confusion salary, salary adjustment needs of the scientific technology. Do you want to pay, how to pay ... ...