DutyNew personSalaryStrategy
Please do not lookDutyThe wagesManageSecret nationality " or " how to force boss riseSalaryExpectingPlan.
" isSalaryStrategy " this wording sourceSalaryIt is hardSalary, also includeSalary. Today, itDutyNew person begins toSalaryStrategy
2 examples:
DutyNew person
( two following examples
Ro is my classmate high school, in this year, the electron of Tsinghua University is that graduate student graduates. He has taken Offer of the enterprises such as GE, IBM, SONY and Chinese space technical research institute, as well as add state university enter school to in-form , eventually, he has selected SONY. Ask reason, he says that self hopes to come " is along technical research and development this line goes , select SONY, is because may go to its Japanese home office to work , and participate in the most key team of research and development. Can go very much after being hard to say where, can but at least stay with the identity of apprentice in SONY for some years moreover ".
Other selects to be easy very much by cancel , is first because is to stay in domestic to work regardless of GE or IBM; Secondly for special field and hobby, the working nature of SONY is most suited undoubtedly; It is 3th, foreign wages income meeting than is a little bit high in domestic( natural consumption also is high). " you do not admire me, it is suffered hardships by preparation that I go out. " Ro says , " but words return from saying , Chinese space technical research institute is removed very early by me , is comfortable and calm too and is not so free. I have noted their employee age layer, there are many youth adults, individual develops , will not be so rapid. "
After graduating , the nephew graduate student of my tutor has entered a the world's top 500 enterprises , can't now work for 4 months , belongs to practice issue. The 4000 Yuan of monthly salary still calculates the passable wages, after become a full member to rise and fall , will not be especially big. " I plan to now go abroad to study continuously formerly then again work orStart, the company that has entered now afterwards because of various reason abandonment. What I study is environmental project, current work is can say is widely divergent with my special field, but this is 500 domestic good strong companies, I may study a lot of things , will not be so anxious to leave , is wanting to be able to become a full member some time. May grow up one slowly after hopingManageType talent.
He has sighed in resignation self when can reach the life state like my tutor, please hire person and little villa, but tutor suggests he relieved when current enterprise work 3 to 4 year, then, puting in again MBA that heart force goes to examine one such as Harvard business college waiting to study to become come back no matter knowledge layer level is stillSalary, post layer level metropolis has a great
4 big
When " individualSalaryLevel
The future is hidden in reality.DutyDoes new person
The first occupation, that these new persons have not still made clear perhaps develops direction, but know own future development very dimly curve is emphasis technical research and development actually, emphasize stillManage. This is the basis
It is second, they are knowledge type employee
3th can not avoid , is for the attention of salary , the salary that enterprise gives also is it measures whether when the one of reason that enterprise holds office , though is not the most important reason.
4th not has the promise of " repay lifelong " for enterprise, have self when a enterprise when " go " standard or the opinion with " reserve ", the work of opening relatively and liking to have challenge is environmental.
A lot of investigation results alsoUniversitySelect owner to consider that theManageExpert Ma Han, level Mu servant( F, M.K.Tampoe) long-term investigation conclusion is: The major factor that attracts knowledge type employee in, " individual growth "( 33.74%) row when is first," money wealth"( 7.07%) row when 4th.
Evidently, at theSalaryPlanJust most suitSalaryStrategy.ManageAdviser company's generalSalaryIs FanSalaryConcept, there are not onlySalary, as well as this kind of etc. currency of unemployment insurance and medical insurance is welfare, still include training opportunity this kind of can not worth with the award of currency form expression. ActuallySalaryPlanIs equalProfessionalPlan, it isDutyThe problem
4 kinds
DutyHow new person
Honesty says that " so calledSalaryStrategyPlanIs silk a night that may intoSalaryStrategy " have no isDutyNew person realizesSalaryIncreased process. Therefore
Method
It is thin to know in
Microsoft and IBM are ITSalaryStrategy is different. " IBM company is low end post salary capital decides high, Microsoft in is high end post salary capital decides high. " because of the market strategy of IBM sale operation, its strategy of talents is trained with company mainly, grass-roots talent select region limit will not set up too high, this has decided that it is willing to recruit to fit graduate and spend strength to train them , givesSalaryIn colleague
And what Microsoft adopts is that" product leading strategy", this signifies that it can recruit to fit the more technical talent of research and development , incline more in go on from other channels the plunder of high end talent. Compare with IBM, Microsoft will not hair force some role just graduated new person.
Go if you areManageLineDutyNew person, and it is not to not mind for salary, IBMDutyNew personSalaryPlanIt is very important,SalaryA horizontal
Method
See "SalaryModel isSalaryStrategy " general
SuggestDutyNew person seesSalaryModel andSalaryWhether
With sale post, come to doSalaryThe way of forming is " the currency welfares such as the bonus + of 70% of base pay of + 30%", additionally, a way of forming of enterprise is " the currency welfares such as the bonus + of 40% of base pay of + 60%" , if two enterprises does not divide Bo-Zhong in other aspects, you had better consider own working personality trend in which a typeSalary. If own working personality belongs to challenge
" now enterpriseSalaryOn the combination of model, alsoHRInspector general Sun Chang LingSalaryForming proportion to decide have to compareSalaryThe process of model in, understanding
This lets me remember recently this very hot book " squeeze in enterprise legend", when this in is known as world" the most unusual successful enterprise" a stipulation has been filled with attraction for me, " the wages of their employee self decides " - - actually denotes enterprise have to exceed 15 kindsSalaryIt is selected
Method
Stare at the training
Sun Chang Ling and managerDutyNew person selects the starting point of enterprise, should put on training. What is most important is that through studying and training , get long-term development, instead of mind excessively at present cash profit. " emphasis training and the demand of technical abilityDutyNew person and enterpriseSalaryDevelop tendency. Into duty 1 to two year, should
No matter in nest or the inscriptions on bone before this, week happy say that this two companies have is a set of and complete to aim at the training system of new person, " this training plan lasts two years, first year is vocational training or the professional training of technical ability mainly, contact actual business beginning from second year , carry out ship hillock in every department, this is also a more rapid way of familiar company. "
" is basicallyDutyNew person will work in 3th year, can just go to the right path step by step, is equivalent to a ordinary employee. What they take in first two years is regular wages , because at that time, its major energy is in 'Xue' with 'induct', have no value that is balanced to it for company's creation, therefore it is just enteringDutyPrimary stageSalaryProblem is not
Method
Enterprise concussion
Enterprise will always be faced with so suchDutyNew person more should for self good barrier.SalaryThe part of the disadvantage
When such enterprise concussion issue, some person has gotten promotion because of staying in original enterprise; And some person has gone to another enterprise because of selecting to jump and has gotten , is larger to develop. AsDutyNew person , have what way may judge
Sun Chang Ling has contributed one may quantify with " reserve " " go " the method of choice: Draw a table, it is lateral to mark two fences , writes " go " and " reserve ", it is vertical to mark tens of fences , writes respectively " cash profit, training planned, welfare treatment, interpersonal relation, leading impression and development platform, personal position, company's strength and corporate image " and so on, the way of making with ten point and measuring the more thin the more good, every problem set up then in vertical fence of vertical mark gives two enterprises marking, the final score of what enterprise in final horizontal fence selects what enterprise - - individual high to feel this is one can be most rational to select the method of fish and bear's paw.
Is final, use whatSalaryStrategy need to be known , "strategy"
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