薪酬咨询设计做维护一个工资的重要工作核心内容，内容效果不仅仅影响到薪酬管理，更是影响到企业的稳定和长远发展。虽然随着薪酬咨询管理公司的不断完善，众多企业薪酬设计都在向薪酬咨询公司靠拢，相应的工作也更加容易，但仍然有一些不容忽视的。那么小编就给大家讲解一下吧。

Salary consulting design is the core content of maintaining a salary. The content effect not only affects the salary management, but also affects the stability and long-term development of the enterprise. Although with the continuous improvement of the salary consulting management company, many enterprise salary design are closer to the salary consulting company, the corresponding work is easier, but there are still some problems that can not be ignored. So let's talk about it.

一、企业在薪酬管理方面的常见问题

1、 Common problems in salary management of enterprises

缺乏薪酬设计的科学性：薪酬设计不合理，老板“一言堂”、“拍脑袋”，无法保证公平性。

Lack of scientific salary design: the salary design is unreasonable, and the boss can't guarantee fairness.

缺乏统一性和差异性：“平均主义”思想严重，绩效考核与薪酬挂钩程度低，导致“干多干少一个样”。

Lack of unity and difference: "equalitarianism" thought is serious, performance appraisal and salary linked degree is low, leading to "do more, do less one".

缺乏动态薪酬调整机制：薪酬结构需要调整，浮动薪酬比例需重新考虑，没有建立不同职位序列的薪酬结构。

Lack of dynamic salary adjustment mechanism: the salary structure needs to be adjusted, the floating salary proportion needs to be reconsidered, and there is no salary structure for different job sequences.

二、薪酬咨询设计不能忽视的四大内容

2、 Four contents that cannot be ignored in salary consultation design

1、没有发展战略就没有薪酬设计

1. No development strategy, no salary design

正所谓行军打仗需要良好的兵法韬略一样，企业的薪酬设计也不是孤立而行的。薪酬设计需要和企业的发展战略、员工需求和外部环境进行有机的结合，而且企业要根据当期经济效益及可持续发展状况决定薪酬水平。

Just as the so-called March and war need good military strategy, the salary design of enterprises is not isolated. Salary design needs to be organically combined with the enterprise's development strategy, employee needs and external environment, and the enterprise should determine the salary level according to the current economic benefits and sustainable development.

2、人本化是薪酬设计的核心内容

2. Humanism is the core content of salary design

人本化是企业薪酬管理的重要原则，当然也是企业薪酬设计的核心内容。当然以人为本是要员工以认同企业价值观为基本前提，企业鼓励什么，摒弃什么要让员工一目了然，并通过正确的价值观管理来进行薪酬设计。

Humanism is an important principle of enterprise salary management, and it is also the core content of enterprise salary design. Of course, people-oriented is to make employees identify with the enterprise values as the basic premise, what the enterprise encourages, what to abandon, let employees at a glance, and through the correct value management to carry out the salary design.

3、在差异化中寻求公平

3. Seeking fairness in differentiation

一般而言，薪酬设计中的公平都是相对的，然而差异化缺失不可避免的，关键要在两者之中寻求平衡点。其实很多时候在企业的薪酬设计中，诸如同工不同酬的情况是不可避免的，因为即使是工作相同、岗位相同，但是员工的工作技能和态度是不同的。薪酬差距主要有两种：一，是不同岗位的薪酬差距;二，是同一岗位不同等级的员工薪酬差距。一种差距可以通过岗位评价来解决;二种情况在岗位评价的基础上，还要综合考虑员工的能力素质、员工对企业的贡献积累等因素来作出具体的评判。

Generally speaking, the fairness in salary design is relative, but the lack of differentiation is inevitable. The key is to find a balance between the two. In fact, many times in the enterprise's salary design, such as the situation of equal work and different pay is inevitable, because even if the work is the same and the position is the same, the employees' work skills and attitudes are different. There are two kinds of pay gap: one is the pay gap of different positions; the other is the pay gap of different levels of employees in the same position. One kind of gap can be solved by post evaluation; the other kind of situation should be judged on the basis of post evaluation by considering the ability and quality of employees and their contribution to the enterprise.

4、企业文化应融入薪酬设计

4. Corporate culture should be integrated into salary design

薪酬设计直接与企业的发展阶段和所倡导的企业文化紧密相联，说实话这两者不应该是相互脱离的，当然很多民营企业可能根本就没有展示自己个性的企业文化，所以这也是导致他们薪酬设计比较困难的重要原因。

Salary design is directly related to the development stage of an enterprise and the corporate culture it advocates. To be honest, the two should not be separated from each other. Of course, many private enterprises may not display their own corporate culture at all, so this is also an important reason why their salary design is more difficult.