Salary based on ability is out of date, and now it is the stage of value-based salary and broadband salary. The demographic dividend is gone forever, and now it is a world of human dividend. Whether you admit it or not, it's OUT to give money only.

First, the fixed salary increase method

1 salary increase method

At the end of the year or the beginning of the year, according to the company's operating conditions and the comprehensive performance of employees, the fixed income is increased for employees according to the ratio and budget;

benefits: employees have a certain sense of security.

Disadvantages: it is difficult to balance, the labor cost of enterprises is high, there is no incentive, and the income growth of employees is slow.

22. Annual salary:

According to the service years of employees, the fixed income will be increased in years.

Pro: Affirm the loyalty contribution of employees and keep some old employees.

Disadvantages: retaining people but not encouraging, increasing costs, and imbalance between income and value of new and old employees.

3 promotion level:

through examination, combined with the employee's entry time and performance, the salary level and technical level are promoted, thus increasing the fixed income.

Benefits: Encourage employees to have better performance, learn skills to improve their ability, and increase the opportunities for employees to improve their personal income.

Disadvantages: continuous increase in labor costs of enterprises. It is difficult to assess, which may cause fairness problems.

4 Job promotion:

Set different job levels to provide employees with rich career promotion channels.

Benefit: Make career planning and retain core talents.

Disadvantages: If there are too many job levels, it is not conducive to flat design, resulting in bloated management.

5 Appraisal and salary increase:

Through the appraisal of the Chinese New Year, employees with outstanding performance are given a fixed salary increase.

Benefit: Encourage employees to have better and outstanding performance.

Disadvantages: Always give excellent employees a raise, which is easy to hit employees with poor performance.

6 salary increase after reaching the standard:

employees who meet the performance or ability standards are given a fixed salary increase.

Benefits: Give employees timely recognition and encouragement, and further enhance and stabilize employees' income.

disadvantages: increase the fixed cost of the enterprise. If the salary increase reaches a certain height, it will affect the creativity and enthusiasm of employees, and a fixed salary increase will only increase the fixed cost of enterprises. Because of the lack of cohesion with the etiquette of the enterprise, the salary increase is usually small, infrequent and unsustainable. The willingness of enterprises to raise salaries for employees is low. The higher the fixed salary level of employees, the lower the creativity will be!

Second, the special salary increase method

7 Private red envelopes:

In order to maintain fairness or retain employees, business owners privately pay some income for employees.

Profit: It has certain secrecy and meets some talents with special needs for income.

Disadvantages: Although hidden, it will be exposed sooner or later, which will bring a series of hidden dangers of balance.