Implementation of performance pay should pay attention to the problem
Currently, many enterprises because of their lack of system, there is no basis for a raise, did not follow certain procedures to scientifically and rationally implement salary increases for high-performance employees, the result that the performance as an important incentive pay, will not achieve proper effect. Therefore, in order to make performance incentive pay reasonable and play in the implementation of performance pay, we should consider the following aspects:
Performance pay a prerequisite for success even though many companies are trying to make performance pay to play a role. But in fact, these companies the use of performance pay is not very successful. There are two main aspects: one from the company’s point of view, performance is usually very small pay rise, which makes the employee’s basic salary from their performance levels; the other hand, from the employee’s point of view, Many attitude survey: the staff will often lead to high performance cynical colleagues, making even more lack of trust between colleagues, which affects the unity and cooperation among colleagues. Equium L20-197 Battery
To the successful implementation of performance pay plan so that it can play a stimulating, must satisfy two conditions: First, we must have a scientific and reasonable performance evaluation system; Second, corporate managers should convey to employees the values: Enterprises can evaluate the difference between employee performance and the performance difference according to payment of remuneration, as a manager must know to create high performance employees the efforts made to increase their pay.
In considering performance pay increase performance pay increase, the first thing to think about two issues: first, employees need performance pay increase associated with the company’s performance? If in the past year, the company’s poor performance, will affect the performance pay budget for next year? In general, should not affect the performance pay budget for next year. Because the impact of performance pay in the future salary levels, it is not suitable as a carrier to reflect the company’s past performance. The dividend, bonus and other variable pay is an important tool reflects past performance.
Second, the company’s future prospects will affect the company’s pay rise? Should be in. Because wage growth is to be compensated by future performance. Regardless of the prospects for the future, the company’s future growth of the basic salary should not be too large. Because the company needs to effectively attract and retain talented employees, then the basic salary for a long period of time should be competitive.
Determine performance pay based on performance pay for performance employee performance improvement rather than new duties paid. Therefore, the increase in performance pay and salary adjustments after the salary level should be associated with the performance, that is, a capital increase employee performance pay increase should be proportional to the evaluation results with staff. Can also consider the level of employee performance and current salary on the ratio of the impact of performance pay is a common tool for the performance matrix. In practice, we give the best performance of the employees pay the amount, the worst performance of the employees to pay the amount, the difference between the two performance pay should be roughly equal to the difference in their performance. Equium L20-198 Battery, Equium L20-264 Battery, Satellite L10 Battery
Timeliness of performance pay increases the frequency of pay from performance point of view, many companies are basically once a year. The specific time period usually pay two types: the first is based on the employee’s anniversary of the entry is the work of employees for each year of seniority to do a performance pay increase. This approach usually does not take charge of a lot of time, but have to do a monthly performance pay, it must lead the management burden.
The second is the performance evaluation of all employees and pay in one time period, a period of time causing excessive charge of the work, but can reduce the administrative burden. In practice, most of the enterprises to adopt the second approach.
Although the majority of the company’s performance pay is an interval of 12 months each time, but it does not mean that these companies are at the same time to do a raise. In practice, we try a new promotion of employees and the examination and pay the staff to be more frequent, the staff promoted through the probationary period or after a period of time in time for a raise. Conversely, if the employee has matured in the post and salary is high, then we can raise the performance of the interval extended to 18 months to 24 months are normal. Because as more and more rich experience of the staff, to perform the functions more and more skilled employees in the work of new value added will also be less and less. With the speed slowed down to improve employee performance, the salary growth rate slowed down accordingly, so that you can maintain the consistency of performance and a salary increase. In short, an appropriate extension of the interval between salary adjustment is advantageous because it can make the salary adjustment of one hand, healthier, more stimulating; the other hand, it can effectively reduce the adjusted once every 12 months, brought about by the salary side effects, such as the vicious competition among colleagues, that the salary adjustment is an entitlement and so on.
The fairness of performance pay a lot of pursuing a “paid for performance” concept of enterprise wage growth of only two forms: performance pay raise and a promotion. But the real work, there are a lot of salary growth is not based on performance, such as: general cost of living adjustment to the salary increase and adjustments.
Fair pay, such as merging company or department needs to be raised to pay one low flat with the other side.
Competitive salary based on salary survey shows that companies pay for lags behind the industry average.
Retain employees based on pay, such as the feet were dug and so on.
Such pay is not based on performance and contribution, we can not be called performance pay, and called the “fair wage” may be more appropriate. Satellite L10-100 battery, Satellite L10-101 Battery
The confidentiality of the actual performance pay work, many employees of enterprises will inquire into each other’s wages between that, generally speaking they will accept the status quo, that this is the company’s reality. However, regardless of whether the mutual inquire about each other between the staff salaries, companies should adopt strong policies and measures to prevent public discussion of employee compensation. Staff salaries, as its performance results, as should be regarded as confidential between the company and employees, only employees of the parent and the provisions of the relevant personnel before the company the right to know. Inquire into the company between the employees pay and performance pay will result in incorrect tolerance, unfair competition, thus weakening the use of performance pay to achieve the ability to distinguish the level of performance pay.
Other Electronics News:
PA3450U-1BRS battery, Satellite L10-154 battery, Satellite L10-105 Battery , MacBook Pro 15″ MA463CH/A Battery
, Satellite L10-226 battery, MacBook Pro 15″ MA463J/A Battery etc Laptop Battery