Hotel salary design

Can do broadband salary system. But before making a decision, we should realize the advantages and disadvantages of broadband salary system.

Compared with the traditional hierarchical salary model, the broadband salary model has the following characteristics: it breaks the hierarchical concept maintained and strengthened by the traditional salary structure, reduces the hierarchical differences between posts, helps enterprises improve efficiency and create a learning enterprise culture, and helps enterprises maintain the flexibility of their own organizational structure and the ability to effectively adapt to the external environment. Guide employees to pay attention to the growth of personal skills and the improvement of ability. Under the traditional hierarchical salary structure, the salary growth of employees often depends on the promotion of personal position rather than ability, because even if the ability reaches a higher level, there is no vacancy in the enterprise, and employees still cannot get higher salary. Under the design of broadband salary system, even in the same salary broadband, the salary range provided by enterprises for employees may be larger than the salary range that employees may get in the original five or more salary grades. In this way, employees don't need to haggle over every ounce on issues such as job promotion for the sake of salary growth, but they can get corresponding rewards by focusing on developing the skills and abilities that enterprises need. This is conducive to job rotation and promotes the cross-functional growth and development of these new organizations. In the traditional hierarchical salary structure, the salary level of employees is strictly linked to the position. Because the change of the same position level can't bring about the change of salary level, but this change makes employees have to learn new things, making the work more difficult and hard. In this way, employees are reluctant to accept job rotation at the same level. Under the broadband salary system, because the salary is determined by ability rather than position, employees are willing to improve their ability through job rotation in related functional fields, so as to get greater returns. It is conducive to improving the core competitive advantage and overall performance of enterprises. In the broadband salary system, the superior has greater decision-making power over the salary of subordinate employees, thus enhancing the flexibility of the organization and the generation of innovative ideas, which is conducive to improving the ability of enterprises to adapt to the external environment. The advantages of broadband salary system break the hierarchical concept maintained and strengthened by traditional salary structure. Narrowing the grade difference between posts is conducive to the flat development of enterprise organizational structure, at the same time, it is conducive to improving the efficiency of enterprises, creating a learning enterprise culture, thus enhancing the core competitive advantage and overall performance of enterprises. Pay attention to individuals in the traditional hierarchical salary structure, even if employees have reached a higher level of ability, if there are no vacancies in the enterprise, employees still cannot get higher salary; Under the broadband salary system, even under the same salary broadband, the salary range provided by enterprises for employees is also increased. As long as employees pay attention to cultivating the skills and abilities needed by enterprises and continuously improve their performance in their posts, they can get higher remuneration. It is beneficial to post rotation and cultivate employees' cross-functional growth ability in the organization. In the traditional hierarchical salary structure, the salary level of employees is strictly linked to their positions. The change of the same position level can't bring about the change of salary level, but this change makes employees have to learn new things and make their work more difficult and hard. Therefore, employees are often reluctant to accept job rotation at the same level. Under the broadband salary system, because the salary is determined by ability rather than position, employees are willing to improve their ability through job rotation in related functional fields, so as to get greater returns. Pay attention to the market level. The salary level of broadband salary is determined by the data of market survey and the salary orientation of enterprises. Therefore, regular inspection and adjustment of salary level will enable enterprises to better grasp their own market competitiveness. At the same time, we can also do a good job in the corresponding staff cost control. Implementing broadband salary structure design is beneficial to management. Even in the same salary broadband, because the change ratio between the highest value and the lowest value of the salary range is at least 100%, there is a lot of room to define the salary level of employees. In this case, the department manager can have more power and responsibility in the salary decision, and can put forward more opinions and suggestions on the salary orientation of his subordinates. This practice not only fully embodies the idea of great human resource management, but also helps to urge the managers of straight-line departments to earnestly assume their own human resource management responsibilities; At the same time, it is also beneficial for human resources professionals to get rid of some routine work with low added value, pay more attention to other high-level management activities that are more valuable to enterprises, and give full play to the role of strategic partners and consultants of straight-line departments. Although the broadband salary structure that promotes work performance has the problem of reducing the promotion incentive for employees, it can motivate employees more flexibly by closely combining salary with employees' ability and performance. In the broadband salary structure, the superior can have a greater influence on the subordinate employees with stable and outstanding performance, unlike in the traditional salary system, even if the line manager knows which employees have strong ability and good performance, he can't provide them with salary tilt. Because at that time, the salary increase was mainly achieved through promotion, but the opportunities and practices for promotion were not so flexible. In addition, broadband salary structure not only conveys a personal performance culture to employees by weakening titles, grades, overly specific job descriptions and single upward mobility, but also helps enterprises to cultivate a positive team performance culture by weakening promotion competition among employees and emphasizing cooperation and knowledge sharing and progress among employees, which is undoubtedly a very important force to improve the overall performance of enterprises. Broadband salary system is inferior and difficult to popularize. It will be more difficult for employees to be promoted if broadband salary is implemented. Under the traditional salary system, employees are more likely to get promoted. However, under the broadband salary system, there are fewer job levels, and employees are likely to keep moving within one rank. For a long time, employees have only changed their wages and have not been promoted. In China, job promotion is also a very important incentive for employees, especially for knowledge-based employees or employees whose salary reaches a certain level. The reduction of promotion opportunities may lead to low morale and loss of enthusiasm for making progress. Cost increase Under the broadband salary mode, managers have more freedom in deciding employees' salary, which may lead to a substantial increase in labor costs. The experience of American federal government shows that under the broadband structure, the salary cost rises much faster than under the traditional salary structure. Not widely applicable. In addition, not all organizations are practical. It only has a good application in technological innovation enterprises, not suitable for labor-intensive enterprises. Broadband salary with higher entry level cannot be effectively implemented in enterprises with certain management foundation, such as 360 or KPI or even balanced scorecard, and the entry threshold of broadband salary is relatively high. To do broadband salary well, we must meet the following four basic conditions: 1, and the enterprise development strategy must be clear. 2. Good organizational structure matches the development of the company. 3. The corporate governance structure is relatively perfect. 4. Technically, the enterprise conditions are good.