Salary level strategy: the choice of salary level strategy in each stage of enterprise life cycle

At present, it is difficult to collect complete information about salary level, and the accuracy is poor and the pertinence is not strong. When choosing the salary level strategy in each stage, enterprises should generally determine the salary level strategy according to the salary status of benchmark enterprises (that is, selected competitors).

1. Choice of salary level strategy in the start-up stage

In the initial stage of an enterprise, the number of employees is small and the profit of the enterprise is small. At this time, employees will not have any excessive demands, and the only wish is to hope that the enterprise can survive. The state is also lax in the management of enterprises in the start-up stage, and all regions are encouraging entrepreneurship, so it is little affected by government policies, not to mention the minimum wage and wage discrimination, and there is no negotiation requirement of enterprise trade unions. Therefore, enterprises in the start-up stage can adopt the strategy of lagging behind the salary level of benchmark enterprises, try to reduce labor costs and use limited funds to expand production and operation. In practice, when dealing with basic salary, bonus and welfare as the core part of salary, welfare and basic salary should be reduced as much as possible because of their characteristics, while bonus should be as flat as possible with the market, and long-term incentives should be adopted instead of short-term incentives, because short-term incentives will occupy the limited development funds of enterprises, fail to achieve the corresponding results, and will cause employees to pay attention to their own interests prematurely. Enterprises should give priority to spiritual encouragement, encourage everyone to "look forward" and make corresponding commitments.

2. High-speed growth stage salary level strategy choice

The high-speed growth stage is the stage where enterprises are most prone to problems. At this time, the enterprise has a certain economic strength, has dug the first bucket of gold, and has considerable profits and economic benefits. Entrepreneurs' hedonism began to breed, and employees would no longer talk about their contributions without asking for anything, just as Marx said: "Everything people fight for is related to their interests." At this time, enterprises should choose the strategy of leading salary level and higher salary than benchmark enterprises to motivate employees and attract a large number of high-quality talents, who are formed with high investment and need higher return on investment. In the process of implementation, due to its rigidity, the basic salary should be equivalent to the salary level of benchmark enterprises. Because of the flexibility of bonuses, enterprises can adopt higher bonuses, so that employees can enjoy better benefits and the salary level of enterprises is higher than that of market competitors.

3. Strategic choice of salary level in mature and stable stage

Enterprises have passed the stage of "running out of water" which is the most prone to problems, and ushered in the "spring" of "a bright future". Enterprises are in the stage of mature and stable development, and employees pay more attention to the long-term stable work and its long-term benefits, rather than the unpredictable risks brought by the uncertainty in the high-speed growth stage of enterprises, which makes employees pay more attention to short-term salary income. Therefore, enterprises in the mature and stable stage can choose the salary level following strategy that is equivalent to the salary level of market competitors, so as to maintain the equal treatment for employees of enterprises and employees of benchmark enterprises. After choosing the salary level following strategy, enterprises in the stable stage of enterprise life cycle will still adopt the basic salary level in the combination management of salary structure, and the bonus performance incentive salary can be adjusted to be lower than or equal to the salary level of market competitors, so as to maintain a high employee welfare salary level and increase employees' sense of identity and belonging to the enterprise. Enterprises should pay attention to deal with the internal fairness of employee compensation, mobilize the enthusiasm of employees, improve the productivity of enterprises, maintain the healthy development of enterprises, minimize labor costs and create more profits.

4. The choice of salary level strategy in recession stage

People are born and die, and enterprises also have the process of emergence, development and decline. The difference is that no matter what method people take, they will not live forever. After all, an enterprise is an artificial system, which is different from an organism. Enterprises can make corresponding changes according to the changes of internal and external environment, avoid recession and death, rejuvenate and become a "century-old shop". In the recession stage, products are unsalable and profits decline. Enterprises should follow the law of development of things and should not spend more energy to maintain those products that cannot be recovered. Enterprises should try their best to let employees know the situation they are facing, strive for their understanding and recognition, and choose the strategy of lagging salary level. Bonus still follows the salary level in the mature and stable stage, which will naturally reduce the bonus expenditure of enterprises, thus reducing the salary level of enterprises. Starting from the long-term and overall situation, strive for employees to consciously "help each other in the same boat" with the enterprise and accept the salary level adjustment strategy of the enterprise to adapt to the rapid transfer of the strategic objectives of the enterprise.

5. Strategic choice of salary level in reengineering stage

Enterprise reengineering can be said to be the second venture of an enterprise. Different from the first venture, the stage of enterprise reengineering has already had considerable scale and strength, and it has also accumulated a variety of things after the first venture. In order to make enterprises younger as soon as possible, after choosing the correct strategic shift direction, the salary function equivalent to the sum of other human resource management functions should be reflected again. Enterprises should adjust the salary level strategy in time, improve the salary level of employees and choose the leading strategy of salary level. Under the condition of restoring the basic salary and welfare of employees to be equivalent to the market level, we should increase bonuses to encourage salaries, attract urgently needed talents from outside the enterprise, and stimulate the enthusiasm and creativity of old employees, so as to realize the new strategic goals of the enterprise and ensure the sustainable development of the enterprise.