The hottest salary system is confidential vs open

Salary system: confidentiality vs publicity

salary is not only the most concerned issue of job seekers, but also the most sensitive and concerned issue of enterprises. Whether the salary should be disclosed, and what impact will it have on job seekers and enterprises

case: salary confidentiality failure HR was questioned

although like most enterprises, strict salary confidentiality measures were taken, feidida Equipment Co., Ltd., an IT equipment supplier located in Dongguan, suffered the disclosure of salary information. Wu Peng, the human resources manager, felt greatly for calming the anger of the employees who came to be held accountable

"in fact, the enterprise has always been unable to truly implement salary confidentiality, let alone hide the actual internal unfairness of salary on the grounds of confidentiality. Once employees know the truth, HR will be very passive."

confrontation: salary confidentiality vs salary publicity

positive view: salary publicity

Li Haishu, who has been engaged in human resource management for 10 years, believes that anything that is operated in a dark box will be unfair. In principle, a fair and reasonable salary system and system should be open. An open salary system can enable enterprises and employees to achieve stable and sustainable development. According to the expectation theory of incentive theory, when employees think that efforts will bring good performance evaluation and bring more income, they will be encouraged to make greater efforts

Wang Xiaoli, head of the human resources department of a well-known foreign-funded enterprise, believes that an open salary system is conducive to internal communication within the organization and helps cultivate employees' sense of trust. We know that in organizations that implement the confidential salary system, employees have never been able to prevent private discussions about salary, and such private discussions and exchanges often get wrong information, or are deceived by others, or deceive themselves. It is in the process of mutual game between employees that the wrong information spreads within the organization, and employees' sense of trust also disappears. In fact, no matter how confidential the salary system is, it will not stop people from inquiring about other people's salary. In any case, direct or side information has been revealed, and then spread rapidly. Such secrecy can only be an open secret. In that case, why not disclose the salary directly

opposing view: salary confidentiality

Li Kaiyun, manager of the human resources department of a well-known joint venture, said that the employee salary confidentiality system has many benefits. In fact, many employees hope that their salaries are confidential. In particular, employees with low income and poor performance will be embarrassed by the open salary. Ningwu new material is a national high-tech enterprise, and a large proportion of employees with lower income than the average level, so it is difficult for any organization to be indifferent to their existence. Employees have the right to privacy, which seems to include keeping their income confidential

a personnel technology expert in Beijing said that the relationship between enterprises and employees is only the purchase and sale of labor. As employees and candidates, they have no right to understand the company's salary structure, which is the company's secret. The salary structure is very complex. The salary of the same position has different grades. The salary is based on the experience and performance of employees, so publicity is only a rough range. There is no need for the state to intervene in the management of enterprises. If forced disclosure will cause many disadvantages. The salary of the enterprise should not be made public internally, and it should be emphasized to compare with yourself rather than others. There is a lack of privacy concept in China, especially in state-owned enterprises. Employees of state-owned enterprises all require salary disclosure, because state-owned enterprises are owned by the whole people, and employees cannot accept the large salary gap. However, widening the wage gap is also required by the knowledge economy

salary publicity or confidentiality: how to choose jobs that can automatically realize heating, insulation, cooling and so on

salary confidentiality is no longer new nowadays. Salary is closely related to the vital interests of every employee, which often attracts people's high attention and brings different reactions and consequences. In order to avoid unnecessary trouble, many enterprises regard salary confidentiality as an indispensable part of enterprise rules and regulations; But from another point of view, this seems to be inconsistent with the fairness of salary formulation. Imagine that when people have no right to know, where does the sense of fairness come from? It may only increase suspicion and mistrust between people

liudezhu, senior consultant of Desheng enterprise management consulting company, believes that whether the salary is open or confidential is a headache for many enterprises at present. Because from the perspective of human resource management, compensation is the most directly related to the interests of employees, and employees can feel the most fair or not. If the enterprise handles this problem improperly, it is not a problem of attacking the enthusiasm of oneortwo employees, but a deep-seated problem that affects the corporate image and corporate culture

Liu Dezhu said that any boss hopes to attract the most competent and suitable employees with the lowest salary, while employees hope to get the highest salary to reflect their own value. There is always such a pair of contradictions between labor and management: both the boss and employees think they have suffered a loss in terms of salary. The result of the contradiction is that the boss has higher and higher expectations for the employees, especially the high paid employees, who push the clamping block into the dovetail groove of the liner, and finally takes the measures of "reducing staff and increasing efficiency"; And employees' expectations for the boss to improve their treatment are also getting higher and higher, resulting in an endless "talent flow". Such a result is something that neither labor nor management wants to see. Therefore, many enterprises, especially those that think they are not competitive, expressly stipulate that employee compensation is the secret of the enterprise. Employees are not allowed to inquire about other people's wages, nor can they disclose their own wages arbitrarily

is employee compensation confidential

in China, whether the salary system is open or confidential should also consider the particularity of enterprises. First of all, due to the shackles of traditional concepts, many people are still used to "big pot". At the same time, the long-term influence of Confucianism has led to the "good face" characteristics of Chinese people, who are not used to accepting the income gap openly

secondly, the stability and continuity of the salary system of Chinese enterprises are not good, and it is often difficult to give employees stable expectations. The trend of salary protection in many areas of the consumer market can reduce the instability caused by employees' high expectations to a certain extent. In addition, most Chinese enterprises are in the stage of reform and entrepreneurship, so it is difficult to ensure the stability of the salary system, and the salary system changes greatly. In order to prevent enterprises from being unable to bear the risks caused by changes in the salary system, many enterprises choose a confidential salary system

different enterprises should pay attention to skills in salary payment according to different situations. An open salary system is conducive to the reward of the team, can promote the cooperation between team members, and prevent the imbalance of the mentality of low-level personnel due to the large wage gap between the upper and lower levels. (end)