In this case, the department manager can have more power and responsibility in salary decision-making, and can put forward more opinions and suggestions on the salary positioning of subordinates. This

In this case, the department manager can have more power and responsibility in salary decision-making, and can put forward more opinions and suggestions on the salary positioning of subordinates. This approach not only fully embodies the idea of ????big human resources management, but also helps to encourage line department managers to effectively assume their own human resource management responsibilities; it also helps human resource professionals to get rid of some routine work with low added value. to focus more on other senior management activities that are more valuable to the enterprise and to fully play the role of strategic partners and consultants to the line departments. Promoting job performance Although the broadband salary structure has the problem of declining promotion incentives for employees, it motivates employees more flexibly by closely combining salary with employees' abilities and performance. In a broadband salary structure, superiors can have greater influence on salary increases for subordinate employees with stable and outstanding performance. Unlike under the traditional salary system, line managers even know which employees have strong abilities and good performance. , and it is impossible to provide these employees with a salary preference. Because at that time, salary increases were mainly achieved through promotions, and the opportunities and practices for promotions were not so flexible. In addition, the broadband salary structure not only conveys a culture of individual performance to employees by weakening titles, grades, overly specific job descriptions, and a single upward mobility method, but also by weakening promotion competition among employees and placing more emphasis on the relationship between employees. Cooperation, knowledge sharing and common progress can help enterprises cultivate a positive team performance culture, which is undoubtedly a very important force for improving the overall performance of the enterprise. Disadvantages of the broadband salary system: difficulty in promotion. The implementation of broadband salary will make employee promotion more difficult than before. There are many job levels under the traditional salary system, and it is easier for employees to get promoted. However, there are fewer job levels under the broadband salary system, and employees are likely to always move within the same rank. For a long time, employees only have salary changes but no job promotions. In China, job promotion is also a very important means of motivation for employees, especially for knowledge workers or employees whose salary reaches a certain level. Reduced promotion opportunities may lead to low morale and loss of enthusiasm among employees. Increased costs Under the broadband compensation model, managers have greater freedom when deciding employee salaries, thus making labor costs likely to rise significantly. The experience of the U.S. federal government shows that under a broadband structure, salary costs rise much faster than under a traditional salary structure. Not widely applicable In addition, it is not practical for all organizations. It has good applications only in technology-based and innovative enterprises, and is not suitable for labor-intensive enterprises. Broadband compensation at a higher entry level is not like 360 ??or KPI or even balanced scorecard, which can be effectively implemented in companies with certain management foundations. Broadband compensation has a relatively high entry threshold. To do a good job in broadband compensation, you must have the following four Basic conditions: 1. The enterprise development strategy must be clear. 2. Good organizational structure and company development matching. 3. The corporate governance structure is relatively complete. 4. Technically, the enterprise has good conditions.