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Abstract: Employee's salary satisfaction is a key factor affecting the realization of enterprise goals, and it is also an important content of human resource management in modern enterprises. Improving employees' salary satisfaction is the need of enterprise development strategy. On the premise of grasping the connotation of employee's salary satisfaction, according to its influencing factors, this paper puts forward some methods to improve employee's salary satisfaction. ?

Keywords: employees; Wage; salary satisfaction degree

1 What is the connotation of salary satisfaction?

The so-called salary satisfaction refers to the psychological state formed by employees comparing their economic and non-economic rewards with their expectations. Broadly speaking, it is an attitude of employees to all the rewards of their own labor; From the market point of view, it is the psychological attitude of human resources prices to employees; From the perspective of distribution, it is whether the enterprise's return on human resources elements meets the psychological expectations of employees. ?

The higher the employee's salary satisfaction, the more obvious the incentive effect of salary will be, and employees will work harder, which will often be affirmed and appreciated by business leaders, thus obtaining higher salary, thus forming a virtuous circle, and enterprises may retain more excellent employees. On the contrary, it will form a vicious circle, resulting in brain drain. Employees' working attitude directly affects the effectiveness of production and operation, and employees' salary satisfaction directly affects their working attitude. Salary incentive is to fully motivate and give play to employees' ability while ensuring their basic life, so as to improve the economic benefits and market competitiveness of enterprises. ?

At present, one of the main reasons for the serious brain drain in many enterprises is that there are many problems in salary incentive and employee satisfaction. Therefore, improving employees' salary satisfaction is a key factor to attract and retain talents, and it is also an inevitable requirement for enterprises to achieve sustainable development in the fierce market competition. ?

2 Analysis of the main factors affecting employees' salary satisfaction?

Employee's salary satisfaction is a relative concept. It is generally believed that exceeding expectations is satisfaction, reaching expectations is basic satisfaction, and below expectations is dissatisfaction. The determination of enterprise salary level is related to the enterprise's own operation, the external environment of the enterprise and the personal quality of employees. The purpose of enterprise salary incentive is to improve employees' salary satisfaction, so as to improve the economic benefits of enterprises. In order to improve employees' salary satisfaction, it is necessary to analyze its influencing factors. The main influencing factors of employees' salary satisfaction are how to deal with three fairness issues, namely external fairness, internal fairness and personal fairness. ?

External fairness refers to the comparison between the remuneration of employees and the price level of the labor market or the remuneration of the same industry and position. ?

Internal fairness refers to paying employees according to the relative value of their work in the enterprise. Employees pay more attention to internal relative unfairness than to external fairness. While paying attention to their own income, they are also comparing with their colleagues around them. After employees compare their salaries with those of others in the enterprise, when employees feel that they have not been treated fairly, their salary satisfaction will decrease. However, the key to the relationship between salary and satisfaction is not the actual income of employees, but the sense of fairness. ?

Personal fairness refers to the evaluation of employees' qualifications, abilities and contributions to enterprises. A basic principle of salary payment is efficiency first, that is, according to the position of employees and the contribution to the enterprise. To achieve personal fairness, the first thing is to arrange employees in the most suitable positions and create opportunities for their career development. Even employees in the same position have different skill level, working ability and value created for the company. Therefore, when employees think that their salary level is inconsistent with their performance, "it is the same to do more or less, and it is the same to do good or bad", they will also be dissatisfied with their salary. ?

3. Strategies to improve employees' salary satisfaction?

Salary is a very effective incentive tool widely used by enterprises. An effective salary system should be competitive externally, fair internally, encouraging employees, open, fair and just, fully mobilizing employees' enthusiasm and enthusiasm, so that employees' efforts are in line with the development direction of the enterprise. ?

Fairness is the core of salary satisfaction. To improve employees' salary satisfaction, the ultimate problem to be solved is fairness, but it is not a simple matter. It needs to cooperate with other systems in the enterprise by various means. We must strengthen the institutionalization of enterprises, formulate a scientific and reasonable enterprise salary system, establish a relatively fair internal and external salary system, and maximize the satisfaction of employees in order to stimulate their enthusiasm for work. ?

3. 1 Raise managers' awareness?

Managers should attach importance to the management of employees' salary satisfaction, pay attention to employees' needs, understand employees' actual needs through the investigation of employees' salary satisfaction, and provide basis for enterprises to formulate human resource management policies. Improving employees' salary satisfaction is the daily work of enterprise human resource management and a process of continuous improvement. It changes with the situation of the enterprise, and there is no fixed incentive or absolutely correct incentive method. Enterprise managers must fully understand employees' salary satisfaction and demand, formulate and implement targeted incentive measures to improve employees' salary satisfaction and stimulate employees' work enthusiasm. ?

3.2 Conduct post evaluation to evaluate the relative value of posts?

Job evaluation is based on the development strategy of the enterprise, combined with the business objectives of the enterprise, using scientific methods to evaluate the responsibilities, difficulty and skill requirements of the positions set up by the enterprise, evaluating the relative value of each position, dividing the post grades according to the relative value and contribution of each position to the enterprise, and determining the relative wage rate and wage grade among each position. Job evaluation is the value judgment of "work", not the employees actually engaged in these jobs. We should make it clear that job evaluation is to evaluate the responsibilities that a post should undertake, not the functions actually exercised by employees in this position. Therefore, enterprises should establish a set of standardized, reasonable and fair post evaluation system and procedures, and through strict and scientific post evaluation, fairly reflect the relative value between posts and effectively solve the fairness within employees. ?

3.3 Establish an effective communication mechanism?

The inherent fairness of employee compensation is the subjective feeling of employees. To solve this problem, we can strengthen mutual trust between employees and managers by strengthening communication between managers and employees. At present, many enterprises adopt a salary secrecy system, and salary increases or bonuses are not made public. The purpose is to prevent employees from knowing the salaries of other employees and reduce their recognition of the fairness of salary management. But this closed system makes it difficult for employees to judge the relationship between salary and performance. Employees can't see other people's salary, and they don't know their own contribution to the enterprise, which will weaken the incentive and satisfaction efficiency of the salary system. Therefore, establishing communication mechanism is an effective way to make employees feel equal, and it is also an important means to realize reward satisfaction and incentive mechanism. ?

3.4 Determine the salary level of enterprises through salary market survey?

Salary market survey is an effective means to solve the external unfairness of salary. Through external market investigation, we can understand the market salary level and dynamics, especially the salary level of enterprises in the same industry, so as to check and analyze the rationality of the salary level of each position in this enterprise and determine the position and competitiveness of salary in the market. Practice shows that an enterprise can determine the salary level in several ways, such as equal to the social average, slightly higher than the social average and slightly lower than the social average. Generally speaking, the salary level of an enterprise should be higher than the market average to have external competitiveness. Setting the salary level corresponding to or higher than the average market level is helpful for enterprises to attract and retain the outstanding talents they need. ?

Of course, when determining the salary level of enterprises, we should also comprehensively consider the strategic positioning and development stage of the company, whether to choose the salary level leading strategy or the market following strategy. Whether the salary level of an enterprise is higher than, equal to or lower than the market average level should be analyzed in detail, and the ability to pay of an enterprise should be analyzed in depth. Considering that the benefits brought by raising the salary level should be greater than the cost, this is a realistic problem that enterprises must consider. ?

3.5 Design a reasonable salary system?

Enterprises must design a reasonable salary system and corresponding supporting systems to improve salary satisfaction. In the absence of other incentives, performance pay should be the main way to motivate employees in enterprises that implement the post pay system, so as to distinguish the different contributions of people working in the same position to the organization. In the management of performance compensation, the performance evaluation of employees is mainly achieved through the evaluation of employee behavior and performance. This requires enterprises to establish a complete performance appraisal system, so that the company's salary system should be flexible to ensure that performance pay can motivate employees. ?

First of all, flexible salary is the motivation of salary incentive. Salary greatly affects a person's mood, enthusiasm, ability and so on. When an employee is in a lower post salary, he will actively perform and work hard. On the one hand, improve their post performance, on the other hand, strive for a higher post level. In this process, he will experience the sense of value realization and the joy of being respected for promotion and salary increase, so as to work harder. ?

The flexible salary of enterprises can basically be divided into two categories, namely, fixed part and dynamic part. In enterprises that implement the post salary system, the post salary determined according to the post grade belongs to the dynamic part. The isomorphism of the two becomes a factor that affects and motivates employees. Of course, there are other factors including allowances, insurance, housing subsidies, education and training, and other benefits. ?

Secondly, widen the pay gap according to contribution. In many enterprises, there is a grade gap in wages. For example, the salary level of managers should usually be higher than that of support staff. If there is no clear difference in salary level between posts in the salary structure, employees will often be dissatisfied with it. Therefore, managers need to ensure that the company has a reasonable job evaluation system and procedures, so as to determine the relative differences between positions and reflect these differences through the salary level. ?

On the premise of fairness, justice and legality, appropriately widen the gap, embody the principle of distribution according to contribution, and realize the incentive function of salary, thus improving the enthusiasm of employees. Through the establishment of incentive salary system, the floating proportion of internal distribution will be improved, and the principle of "distribution according to work" will be fully embodied. At the same time, we should enrich the means of material rewards, enhance the incentive effect, link employees' income with their performance, promote internal healthy competition, form an employment mechanism of "those who are competent, those who are mediocre and those who are mediocre", and stimulate the internal potential of each employee. ?

Thirdly, change the salary structure to "high jump". The ultimate goal of salary structure design is to make employees' salary change in direct proportion to their contribution, and this change is dynamic at any time, not a long change cycle. The value of flexible salary structure is manifested in two aspects: First, through job performance appraisal, the promotion or demotion between posts has quantitative assessment data, which increases fairness, enables employees to concentrate on hard work and improve job performance, which is an essential change. Second, the position at the same level adopts the stepless coefficient assessment method, so that the dynamic performance salary changes with the quality of work performance at all times. In this way, the total wages of posts at the same level can easily be separated from or even exceeded by superiors, so as to avoid the negative situation of doing well and not doing well. ?

To establish a flexible salary structure, it is suggested to start with the following steps: first, organize a salary satisfaction survey within employees and conduct an external salary level survey to understand the salary level in the industry. The second is to conduct detailed job analysis and evaluation, formulate job descriptions, and lay the foundation for performance appraisal. Establish a scientific performance evaluation system. Third, according to different ranks and different functional departments, the method of combining monthly assessment with annual assessment is implemented, and according to the results of monthly assessment, it is dynamically reflected in the salary of the month, so that employees can self-evaluate their work performance and performance this month through dynamic salary, and constantly adjust their mentality and behavior to a positive direction that is beneficial to the company. According to the annual performance appraisal results, decide whether to meet the needs of motivation and organizational development through promotion. ?

In a word, employees' dissatisfaction with salary or salary status quo, in a sense, is a kind of motivation. It is because they are not satisfied that they will actively seek change as long as they can change through their own efforts. Strengthening salary incentives and improving employees' satisfaction with enterprises is a powerful pillar for enterprises to form attraction and cohesion, and also the core competitiveness for enterprises to develop, fully motivate and give full play to employees' potential and realize strategic development of enterprises. Enterprises should attach importance to the management of employees' salary satisfaction, even let employees participate in salary design, unify employees' understanding, make employees trust the enterprise, believe that the enterprise has a corresponding reward for the labor creation of the payer, let employees understand that the salary is earned by themselves, and make employees' wishes consistent with the enterprise's goals, which is conducive to achieving the strategic goals of the enterprise. ?

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