Rigid and flexible salary in the mood（刚性的薪情与柔性的心情）.docVIP

Rigid and flexible salary in the mood（刚性的薪情与柔性的心情） In the management of human resources, compensation design is not only an important topic, but also a very sensitive topic. Wage cuts are bound to lead to discontent, and salary increases may not be appreciated by employees. On the contrary, improper pay increases can cause personnel fluctuations in the enterprise. Some people say, pay, heart worry, white HR juvenile head.. Can be described as a phrase. So why is salary design so difficult? In my opinion, the root cause lies in the mismatch of enterprise salary situation rotational axis and the axis of rotation of the employees mood. In other words, the salary situation and mood to resonance is the cause of failure of enterprise salary management. Governance Way: resonance is Xing, imbalance is decline In the broad road to modern human resources management, the salary system of marriage have the privilege of job evaluation and performance appraisal tool, the birth of the rigid salary system full of magic. This rigid salary system compared to take flexible wage system head type, its science there is no doubt that it will greatly promote the transformation of personnel management to modern human resources management. However, if we put this rigid salary system compared to a sharp sword, that is not to say that it can at any time to cut off the enterprise because of the unfair distribution of the many grievances, inspire staff enthusiasm and dedication; on the contrary, in many cases, many enterprises in the the sword is the mouthpiece of the enterprise to autotomize. The same weapons, different outcomes, is the result of varying levels of control. Governance determines the success or failure of an enterprise. But what is this old governance problem, the answer is Public opinions are divergent., unable to agree on which is right. I think that the so-called governance, simply said, is governed by certain means of communication, will be taught in the mind of thought to be