What principles should hotels follow to establish a scientific and reasonable salary system?

The following principles should be followed:

Principle of fairness

Employees' sense of fairness in wage distribution, that is, their judgment and understanding of whether wage payment is fair or not, is the first factor to be considered in enterprise human resource management system and wage management. The fairness of wages can be divided into three levels:

1, external fairness. It means that the salaries of similar positions in different enterprises in the same industry or the same region or the same scale should be basically the same, because their knowledge, skills and experience are similar, and their respective contributions should be similar.

2. Internal fairness. Refers to the salary of different positions in the same enterprise should be directly proportional to their respective contributions. As long as the proportion is consistent, it is fair.

3. Personal fairness. It involves the comparison of wages earned by people who hold the same position in the same enterprise.

In order to ensure the fairness of enterprise wage system, labor managers should pay attention to the following points:

1. The wage system of an enterprise should follow clear and consistent principles and be based on unified and interpretable norms;

2. The wage system should be democratic and transparent. When the masses can understand and supervise the formulation and management of wage policies and systems, and have a certain degree of participation and voice in policies, suspicions and misunderstandings will be easily eliminated and the sense of injustice will be significantly reduced;

3. Leaders should create equal opportunities for employees. The simple income contribution ratio is equal, which does not mean equality and fairness; In fact, people with big opportunities take advantage, while those with few opportunities suffer.

(B) the principle of competitiveness

This means that in the social and talent market, the salary standard of enterprises should be attractive in order to beat other enterprises and recruit needed talents. Which segment of the market price range an enterprise should be placed in, of course, depends on the specific conditions such as the financial resources of the enterprise and the availability of the required talents; But to be competitive, the quotation should at least not be lower than the market average.

(3) Incentive principle

This is to appropriately widen the salary gap between various internal posts and posts at all levels, and truly reflect the principle of distribution according to contribution. The backwardness of egalitarian "big pot rice" distribution system and its function of rewarding laziness and punishing diligence have been analyzed a lot.

(4) Economic principles

Raising the wage level of enterprises can certainly improve the competitiveness and motivation of enterprises, but at the same time it will inevitably lead to an increase in labor costs, so the wage system cannot but be restricted by the economy. However, when examining the labor cost, the human resources director of an enterprise should not only look at the salary level, but also look at the quality level of employee performance; In fact, the latter affects the competitiveness of enterprise products, and sometimes the proportion of labor costs to total costs can be as high as 70%. At this time, the labor cost does have the effect of affecting the whole body and needs to be calculated carefully; In technology-intensive industries, labor costs only account for 8%~ 10% of the total cost, and the enthusiasm and innovation of scientific and technological personnel in enterprises play a key role in the survival and development of enterprises in the market; If we pay too much attention to their wages at this time, wouldn't it be because of penny wise and pound foolish?

(5) the principle of legality

The enterprise wage system must conform to the policies and laws of the party and the state. Because the process of building the rule of law in China has been disturbed and started late, it is still being enriched and improved, so there is still less formal legislation on labor wages; However, it is not completely non-existent. For example, the Law on the Protection of Women's Rights and Interests contains provisions against gender discrimination. In addition, the State Council and various ministries and commissions have also formulated many relevant laws and regulations. However, compared with some developed countries, there is still a big gap in the standardization, completeness, maturity and rigor of its legislation, which needs to be filled urgently.