Salary system and senior skilled worker shortage of shallow theory

Keywords: senior skilled worker shortage; Traditional salary system; Broadband salary

Abstract: in recent years, the prevalence of senior skilled worker shortage is analyzed, from the perspective of salary system explained the problem. Think the existing senior skilled worker shortage is one of the reasons the defects of the salary system. Thus introduced the concept of broadband salary, the salary system can effectively solve the problem of senior skilled worker shortages. Finally the concept of broadband salary details.

1 the existing problems

In recent years. Senior skilled worker shortages are getting more and more serious. According to statistics, at present, China's senior skilled worker accounted for only about 5% of the total number of workers. And the developed countries senior skilled worker 40% proportion far, senior skilled worker of the deficiency of tens of millions of people. An investigation shows that, for a lack of skilled personnel, enterprise products in China in recent years not could achieve 30%, the economic losses caused by nearly 200 billion yuan each year. And, many products our country can't production itself, must ask foreign enterprise production. Concerned expert points out, the workers' unbalanced structure and senior technicians' DuanDang will become restriction enterprise technology innovation and development of the obstacle, which has become China's manufacturing industry faces a growing problem.

2 cause analysis

"Mechanic shortage" why there? For many reasons, the society one-sided of talent, and also have to skill training neglect. I think, all sorts of reason, and our traditional GangWeiZhi salary system has the very big relations. GangWeiZhi salary system emphasizes a hillock a salary, with the post's promotion to improve to encourage employees to pay. And in this system, the ordinary workers are often at the bottom. Thus, the society gradually formed such a concept; Science and technology management personnel is a talent, not a mechanic talent; The contribution of skilled personnel grossly underestimated, the skilled personnel salary and welfare treatment also was significantly lower than the management talents and technology talents. The same graduate from high school, JiJiaoSheng from primary mechanic to senior skilled worker, often need to two hundred and thirty, even for a lifetime. Even ground became senior skilled worker, because its position is still mechanic, salary, welfare, housing, and other aspects of the treatment of the lowest positions as often management personnel. For example, in Harbin, senior skilled worker in ordinary only-yuan monthly salary in state-owned enterprises. Long-term neglect of the workers' vital interests, no doubt, will frustrate many workers improve yourself, learning technology the enthusiasm. This has caused two consequences: one is the students don't want to learn a skill. Read duty school, when technology workers; 2 it is of the existing technical workers or keen on trying to promotion do management personnel, or we grow old by deserting our ideas, taking one day at a time.

Because the traditional salary structure of no fold, this means that no matter how many years employees work, how good performance, such as failed to get level of promotion, wages are unchanging, making the excellent work performance to encourage the staff training, and a management skills by Lawrence Peter in their 1969 book, "the Peter principle," a book, the once send out the warning. In the enterprise and various other organizations exist in a promotion to a staff that he is not competent for the job went up general tendency, namely once employees in low level of position very well, the enterprise will ascend to a higher level of its position up, has been to the staff's ascension to the one he is not competent for the job after up, the enterprise will stop for a staff of the promotion. The results, it is the people down a job grade, he may be a very good employees, but now he had to stay in a what can't qualified, but higher level of job, and in this position had been consume to retire. This situation for employees and enterprise both is certainly does not have the advantage, staff are not competent for the job, can't find jobs, unable to realize their own value, with heavy performance under pressure often perform disorders. Or is depressed, even some people will be promoted and leave because of enterprise. For enterprise that, employees are not properly promotion to a what they can't do the job, on the one hand, make they get a bad new managers, on the other hand, the enterprise also lost a competent in the lower level position of excellent employees, therefore, the enterprise is also inappropriate promotion victim. Unfortunately, however, the traditional salary system of an award outstanding staff promotion philosophy makes this situation in the practical life enjoyment. As previously mentioned, when the mechanic energies into how to ascend to the management, the company that is lost a potential senior skilled worker, also may be a more appropriate management personnel.

Traditional salary structure common problems exist in the following: (1) level. Generally, there are about a dozen or more levels. Frequent salary level is adjusted lead to substantial administrative work, and lead to employees will focus on adjustment and not pay attention to salary level upgrading their skills. (2) a rebound in the small. Adjacent wages, the difference between the point is very small. Their promotion level, obtained by the incentive effect is not big, high level of employee compensation and grassroots employees' pay pull don't open the gap. (3) class of small. Level of salary level refers to each salary range. Each level is only a wage point, position the nuances of the salary level could lead to the change. But wage is rigid, usually raised down easy difficult and hinder, through the implementation of the system. (4) no fold the picture. The traditional salary structure of the salary of adjacent levels not overlap part. (5) and disconnected from the market. A unified state salary structure, enterprise basically do not have independent elasticity. In the absence of elastic and competitive salary framework, the enterprise of industry competition, market conditions, the flow of talent, and other aspects of the change is at a loss what to do. In order to overcome the above disadvantages, and a new salary management mode-broadband salary will come into being.

3 how to use broadband salary solve the problem

The so-called broadband, refers to the level of the corresponding compensation and salary floating range widened. Broadband salary design scheme of outstanding change is to slash the number of jobs level, the original too much salary levels for a small amount of several streamline level, at the same time, but each level of the corresponding salary floating range widening, low-level employees as long as the job, of the corresponding salary will more than even considerably more than the other employees senior, employees no longer need to blindly through the level of vertical rise to pursue compensation levels of ascension. In this case, the staff at ease in the long-term job, even if the position has not seen the ascension, as long as the work hard, compensation may continually get quite satisfied with the rising. As long as in the same salary broadband, even if the post adjusts (whether taking down level at the same level or exchange), as long as the performance not common, there may be more compensation, this kind of salary system to end the business enterprise inside long exist, through the role of the resistance and transposition is obvious. Employees need not too much to consider his position, and the important consideration is in the role, position concept decline.

In such an environment, senior mechanic talent can need not consider promotion, can with its good work performance and get in accord with the high wages, and to correct the social workers for the position of contempt. So there are three benefits: (1) avoid the "Peter highlands" phenomenon of generation, the existing senior mechanic talent can keep for a long time in this post work, play the maximum effect of them out, and then realize the benefit maximization throughout the organization. (2) the existing workers are also willing to serious student post business, make their own skills can be improved. (3) the social value of the mechanic talent training work, more and more people are willing to learn technology, become the technology workers, to ensure the supply of skilled workers.

Four broadband salary design steps

Although the salary is different from the traditional broadband salary features and functions, but it is still a salary structure. Therefore, in the design principle and the steps and general salary structure design and no essential difference. But, as a kind of modern salary model, the design, except for its broadband salary of the traditional salary the general request. And the characteristics of its own and requirements.

The first step, should according to enterprise human resources strategy determine the enterprise's salary strategy and the principle. Enterprise human resources management strategy development is based on enterprise strategic objectives and established, at the same time for enterprise strategic target realization provide strong support, and the compensation strategy and principles and enterprise human resources management target the breakdown of the target, is the enterprise human resources management strategy reflects a quantitative. In the different phases of the life cycle of business enterprise, the enterprise strategy also has difference, so the salary system design, also want to pay attention to enterprise life cycle of the influence of salary strategy.

Secondly, conduct job analysis and position appraisal. The purpose of job analysis is made clear every job responsibilities, post evaluation to evaluate the enterprise internal work and the work of the relative value between, both is to make the enterprise internal work exhausted process, the results for the enterprise's salary internal balance provides the basis for the regulation. In broadband salary design, especially to pay attention to work and work, post and differences between the posts, convergence and item, easy to distinguish differences of the distinction between the posts. Convergence and for different positions of the item between group and classified. At the same time to pay attention to post the value of between two adjacent ladder and value ladder the span of space between, this not only make the enterprise internal set up the continuity level, at the same time for the new post Settings constructs compensation levels.

Then according to the enterprise organization structure characteristic and work analysis and post evaluation result choose suitable for use broadband technology position or level series. This is a careful analysis of the evaluation and selection process, it had decided the broadband salary system in the implementation of the enterprise internal degree and range.

Then, can use broadband technology to establish and perfect the compensation system of the enterprise. The very first step is to confirm the number of broadband, planning out the whole enterprise is divided into many work belt, clear with the boundaries between, do reasonable, no overlap boundary, not fuzzy; Second, in every work the belt, according to different work characteristics and different level the needs of employees work with specific set each salary structure combination; Third, according to internal and external salary survey results to position evaluation to determine each work with "bandwidth", set minimum and maximum salary; Fourth, establish qualifications and the salary evaluation system, at the same time, to all employees open standards, the corresponding with the qualifications of the employee salary review and performance evaluation.

Finally, the control of the scheme is that the pay and adjustment. The enterprise according to the inside and outside of the various conditions change, want to control in time and rationally adjust the compensation scheme, i.e. to salary level and structure adjustment. The characteristics of the broadband salary flexibility to enhance its internal and external changes to the coping, but at the same time the underlying flexible adjustment of great danger, namely once problems eruption brings to the enterprise the fatal blow. This needs in broadband, implementation in the process of implementation of compensation to the attention of the subtle link feedback, collect and reflect from market environment, industry, staff and management of each respect such as information, with effective control and adjust in time of crisis may dissolve.

5 a broadband pay attention shall be paid to the problem

In our country at present is beginning to use some of the enterprise have broadband salary model, but according to the survey. The enterprise in the implementation process of broadband salary also met with a lot of problems. For example, one enterprise in a broadband pay later, the same post salary range particularly big changes, so that, in combination with the performance of the payrolls, employee's salary floating dramatic to employees of the psychological cause great not stability, and the company lack of belonging. At the same time, because the company's performance management to a, employee compensation levels fall and usually think the employees and their performance is not, this will make it to the integrity of the management, equality, reasonable suspicion, doubt and don't have health mood, extremely easy to cause the internal company, exist between, between colleagues tension in the relationship. Of course, the phenomenon is mainly the result of the performance management, but broadband salary amplified the performance of employees is the impact of the results.

And some enterprise in didn't make enough preparation hurried to the broadband salary system, and in fact in the enterprise of many enterprises in salary management, and the whole of the human resource management system foundation is very weak, some enterprise even standard job description of all have no, also have no job evaluation, in this case, a broadband salary to enterprise staff after complain, not only didn't have encourage employees to performance improvement of result, also in turn caused the discontent of the employees to managers, enterprise performance and therefore landslide.

By above these conditions can see, although broadband salary can effective solve such as senior skilled worker shortages existing salary system can not solve problems, but they still have the salary broadband use conditions. Not all enterprise at present suit to use broadband salary. Therefore, in use process, we should notice first broadband compensation and enterprise strategic matching problem. Enterprise salary the choice of system, must be able to effectively incorporated into the whole operation strategy. Salary system and enterprise strategy of matching degree directly affect the enterprise performance. At the same time, we have to recognize new and old system of the replacement of the change is the cost. Broadband salary is the enterprise salary design system of thought a turning, introducing the broadband salary could mean compensation system for enterprise old abandoned. The old system change and transition, will inevitably cause human resources management all aspects of some fluctuations, including employees accept ability, enterprise culture the support degree of enterprises, the human resources management and management personnel of the bearing capacity of the role transformation, etc. On the other hand, the introduction of broadband salary to enterprise human resources management has brought about the influence of the joint and several other, such as recruitment, staff of the expanding the scope of the career planning of the adjustment, the reform of the system of enterprise promotion, and so on.