Four Elements Of Inventory Design

< p > < strong > 1, < a href= > //www.sjfzxm.com/news/index_c.asp > salary orientation < /a > /strong > /p >

< p > this is a direct reflection of the enterprise's salary strategy.

Just as the development of enterprises needs strategic planning, enterprises should first have a clear salary orientation before the salary design.

Generally speaking, most of the benchmarking enterprises in the industry have clear salary positioning, which can achieve good results in both salary management and staff motivation.

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< p > < strong > two, salary level < /strong > /p >

< p > when it comes to the importance of salary design in < a href= "//www.sjfzxm.com/news/index_c.asp" > talent strategy < /a >, it is mainly reflected in the level of remuneration, which is also a direct reflection of the competitiveness of the enterprise salary system.

The higher < a href= "//www.sjfzxm.com/news/index_c.asp" > salary level < /a > not only brings lower turnover rate, but also helps enterprises attract talents to join, stabilize employees' emotions and create greater value for enterprises.

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< p > < strong > three, salary structure < /strong > /p >

< p > in the design of enterprise compensation, the design of salary structure is also very important, which directly involves the distribution of employees' interests, and the design of compensation institutions will also affect the effect of salary incentive.

For example, the salary structure can be divided into two parts: fixed remuneration and floating salary. Then, relative to the position of the salesperson, the enterprise must increase the structure of floating salary to achieve the purpose of motivating employees.

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< p > < strong > four, salary survey < /strong > < /p >

< p > salary survey as the main component of the salary design, the main purpose is to solve the problem of the market competitiveness of the salary system, that is, the salary level.

Of course, the role of salary survey is more than that. For the design of enterprise's salary structure, it is also necessary to take part in the salary survey. The salary design from the market angle is the most scientific and reasonable.

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< p > related links: < /p >

Although the P salary system has many advantages, it also has disadvantages.

The embodiment is: < /p >

< p > first, the annual salary of senior management is the highest, and the minimum is reasonable and no objective standard.

China is a developing country with low income. It can not be compared with the developed countries of the United States and Britain.

It is at home that the disparity of economic development in different regions is very large.

Even the same area, but different industries and different enterprises, there are many non operating factors resulting in the gap between enterprises, so they do not have too much reference.

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< p > Second, establishing entrepreneur occupation market and interest risk mechanism is the basic condition for implementing annual salary system.

Under the condition of entrepreneurial occupation marketization, the collection, registration, evaluation, recommendation and tracking of top managers of enterprises are responsible by authoritative social intermediary organizations.

The general implementation of annual salary system requires the coordination of internal and external conditions.

Under the circumstances, the annual salary system may have more advantages than disadvantages.

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