关于薪酬三大难题，怎么破局？

How to solve the three problems of salary?

向来薪酬是敏感的，大中型企业一般会找薪酬管理咨询公司来做。一方面薪酬管理咨询公司更专业。另一方面更容易落地；作为一名薪酬管理咨询顾问，带大家了解企业薪酬管理方面存在哪些问题：

Salary has always been sensitive, and large and medium-sized enterprises usually look for salary management consulting companies to do it. On the one hand, salary management consulting companies are more professional. On the other hand, it's easier to implement; as a salary management consultant, I'd like to show you what problems exist in enterprise salary management

一个是理：就是公司因什么付薪。

One is the reason why the company pays.

如果问公司员工，公司因什么付薪？不知道他会怎么回答，是因为跟领导关系好付薪吗？是年资付薪吗？是学历付薪吗？其实都不对，薪酬理念也就是企业的激励导向，越来越多的企业认为，企业付薪的理由就两个，一个是能力，一个是业绩。

If you ask the employees, why do they pay? I don't know how he will answer. Is it because he has a good relationship with the leader to pay? Is seniority paid? Is education paid? In fact, they are all wrong. The concept of compensation is the incentive orientation of enterprises. More and more enterprises think that there are only two reasons for enterprises to pay, one is ability, the other is performance.

二是观念：员工什么时候会对个人的薪酬满意。

The second is the concept: when will employees be satisfied with their personal salary.

有很多企业会做薪酬满意度调研，在目前的职场，与其追求满意度不如追求体验度。什么叫体验度，上海有一家企业说：“我们涨薪幅度今年有5%。大家知道，普调是没人会满意的。企业研究来研究去这个怎么发呢？想到一个办法：

There are a lot of companies pursuing job satisfaction rather than job experience. What is experience? One enterprise in Shanghai said, "our salary increase is 5% this year. As we all know, no one will be satisfied with the general survey. How to do business research? Think of a way:

以员工年薪为基数，到年底再给员工年薪1%的钱，叫做父母孝顺基金，回去给爸妈买点年货；

Take the annual salary of employees as the base, and give employees 1% of the annual salary at the end of the year, which is called the parent filial piety fund. Go back to buy some new year's goods for parents;

再以员工年薪为基数给你4%，什么时候发呢？员工的带薪年假时发。这样，来回的国外机票就出来了。

When can I give you 4% based on the employee's annual salary? The paid annual leave of the employee shall be paid at the same time. In this way, the round-trip foreign tickets will come out.

我们知道一个企业如果经营业绩不好，这两项福利可以递减或是冻结的，这个企业把福利分为一 级福利、二级福利、三级福利，当我们公司经营业绩不好的时候，咱们就冻结一 级福利。作为HR，我们要时刻以公司经营情况为决策基点，在这里我们也要注意，福利未来不是普惠制的。

We know that if an enterprise's business performance is not good, these two benefits can be reduced or frozen. The enterprise divides the benefits into first level benefits, second level benefits and third level benefits. When our company's business performance is not good, we freeze the first level benefits. As HR, we should always make decisions based on the company's operation. Here, we should also pay attention to the fact that the future of welfare is not GSP.

第三个让大家纠结的问题是企业薪酬的内部公平性：这个是直接体现就是新老员工矛盾，新员工工资比老员工工资高，对不对？

The third problem we all have to worry about is the internal fairness of enterprise pay. This is directly reflected in the contradiction between new and old employees. New employees are paid more than old employees, right?

这个是大部分企业都存在的，可以说这个不是简单的企业问题而是社会大环境下的普遍现象，当社会发展到一定阶段，这个现象是非常正常的。

This problem exists in most enterprises. It can be said that this is not a simple enterprise problem, but a common phenomenon in the social environment. When the society develops to a certain stage, this phenomenon is very normal.

以上是关于薪酬三大难题，怎么破局的介绍，相信大家都有所了解了，如想了解更多精彩资讯请点击我们的济南企业管理咨询官网。

The above is about the salary three problems, how to break the introduction, I believe you all know, if you want to know more wonderful information, please click our Jinan enterprise management consulting official website.