薪酬管理是企业发管理展的命脉（Salary management is the lifeblood of Enterprise Management Exhibition）.docVIP

薪酬管理是企业发管理展的命脉（Salary management is the lifeblood of Enterprise Management Exhibition） Recently, I worked for an executive consultant class in Hunan. During the lecture time, I often hear the students in the consulting class, the bosses of the enterprises, pour out my grievances: Teacher Jia, what do you think about my business? My staff did not work out, and every day and other things dawdle, employees also did not see what competition between each other; and enterprises still can not keep people, good employees all went to other enterprises. Miss Jia, you said my salary was not higher than others, but it didnt seem to be any lower than others! Why do employees say they pay too little when they quit and that business is too boring? Im so relaxed. Arent they happy? As a matter of fact, I found this phenomenon widespread through lectures across the country! What is the cause of this phenomenon? In my opinion, there are many reasons for this problem, but the basic reason is that the salary management system of enterprise is not perfect and unscientific! Why do you say that? Because only the salary management system is not perfect, not scientific cause an enterprise to keep, can not form a competitive mechanism, and thus can not make Stickiness of employees; every day these dry and take the same wages and non sticky employees of course full of mixed dark, every day no progress. And those aspiring employees, in order to strive for higher pay and personal development opportunities, will certainly choose to quit, rather than stay in your youth wasted! Find the root is an antidote against the disease, How do enterprises do to make the enterprise salary management system become perfect and scientific? Remember, I once mentioned in the loose tissue system kit that an enterprises perfect and scientific salary management system should do the following: (A) balancing external market levels with competitiveness B) salary positioning based on post value C) a marketing compensatio