With the increasingly fierce competition among enterprises, more and more entrepreneurs realize that the key to competition is no longer the competition of products, but the competition of talents. Human resource management has become an important part of enterprise management. stay Enterprise human resources management I have encountered some difficulties, but eventually I passed. people oriented , Hommization Of Incentive mode Lead you to success.

　　 Floating salary system

I am now working as a general manager of a communications company. The company now has more than 200 contract employees. It has 9 functional departments and 20 county and city branches, mainly engaged in mobile voice, data, IP telephony and multimedia services, computer information network international networking and value-added services based on mobile communication services. The company has always adopted the post wage system in terms of salary system, that is, set up a special rank for each post, the salary of employees is linked to the rank, and the performance wage accounts for about 20%. of the total wage for a period of time. The business of the big client department has been declining, and the number of complaints from the group customers has increased, and the market share has also declined. As the main growth point of the company's operating income, the group business received a shock. As general manager, I was very anxious. He called the chief customer manager, Wu, to the office to understand the situation: "how can this happen? The importance of group customers should be very clear!" "I was also confused at the beginning and thought that it was the pressure of our competitors," he said. "Later, I learned something about it. I am ready to report this to you."

"At first, I was puzzled. How did the client manager sit in the office every day instead of going out to develop his business and maintain his clients? I went to their office as soon as I could, and they were busy with their work. Later, I asked the staff to have a meal together. After drinking, they told me the truth. "We didn't have much business to go out to develop business. We didn't get any benefit from getting more business." Besides, we are good at bad jobs, and the wages are almost the same. Wu told me so.

I thought for a long time and said, "it seems that we have changed the salary system of the client manager precisely because the stable salary system has created this situation. The current salary system has not played an incentive role, nor has it achieved the individual equity of employees. You can go to the HR department and ask him to work out a floating salary system for the special staff team of the customer manager.

After thorough understanding and detailed calculation, the Ministry of human resources issued the reform plan of the company's customer manager salary system, changed the past "big pot" wage system, and for the way of base salary + royalty, the floating salary accounted for 60%.. The customer managers expressed their dissatisfaction. Xiao Zhang told Wu, "why do we differ from other people's wages? We resolutely disagree." Wu replied: "we can not change the company's system, but also for the company's interests and motivate you. You either choose to obey or choose to resign. Everyone has nothing to say.

Since the implementation of the new salary system, the account manager office is basically empty, and occasionally someone prints or processes documents. Customer manager Xiao Wang took the lead, signed a large bill, and paid 3 times the salary in the past. We saw some jealousy, but more is to rally the strength to run the market, pull business. After a quarter, the business volume of the key account department was over fulfilled. I commended Wu general at the manager's office meeting. At the end of the year, the total wages of Xiao Wang even surpassed Wu. Later, the company's customer manager compensation system was also promoted by provincial companies in other local companies.

Scientific and effective salary incentive mechanism can enable employees to exert their best potential and create greater value for enterprises. In the minds of employees, remuneration is not only their own labor income, to a certain extent, it represents the value of their employees. Designing and implementing an incentive pay system has an immeasurable role in promoting the efficiency of enterprise management, and it is also an important aspect of improving the management of human resources.