It is understood that the development of various functional departments of the enterprise pay strategy will vary according to different circumstances, according to the CIIC pay 2009 foreign enterprise pay report shows that the HR department in the three main positions, pay, training and recruitment, due to the stage of development in the enterprise and the development of the size of the background of the role of the different managers and supervisors of the pay appeared to be markedly different, the same payroll positions, the level of managers The manager level is at the bottom of the list, while the supervisor level is at the top of the list of the three positions.

Manager Level: Compensation Managers are lower than Training and Recruiting Managers

Through CIIC Compensation's 2009 Foreign Enterprise Compensation Report, the HR department of a foreign enterprise's income, the manager in charge of recruiting and the manager in charge of training are at a high level, with the market median of the pre-tax annual total cash income above 235,000 RMB, and the 90th percentile value can reach 284,000 RMB. Managers responsible for payroll, on the other hand, will be slightly lower, with a median market value of $206,000 and a 90th percentile value of $232,000. The difference in pre-tax annual salary is between $30,000 and $50,000 compared to the other two types of managers.

According to Geng Junhua of the CIIC Human Resources Compensation and Performance Center, the pay gap is mainly due to:

One is that the number of full-time recruiting or training managers who are able to reach the manager level is relatively small in the market. Can specialize in these two positions of the enterprise, often the market size of the enterprise, or because of the enterprise in one of these two aspects of the development of bottlenecks will be used to such a professional manager, so the annual salary is higher. Secondly, from the perspective of the scope and content of management, training management is more demanding and variable. Today's business management has risen to a new height and level, most companies have risen to the training of staff career development and management ability to enhance the level of senior executives, some companies even renamed the "Organization Development Department".

Supervisor level: compensation manager is much higher than the other two positions

According to the 2009 CIIC Compensation Report on Foreign Enterprises, there is a huge contrast in the difference between the compensation of the three major HR supervisors, and the compensation supervisor has become the top position in terms of annual salary among the supervisors of each HR management module. The median annual total cash income is 165,000 yuan, and the 90th percentile of the market is close to 200,000 yuan. Geng Junhua said that the emergence of such a status quo is mainly due to the fact that compensation management is one of the core modules of HR management in enterprises and one of the routine management. The personnel in this position work harder, overtime is also common. Compared with the recruitment director, at this time the need to control the main recruitment sites or headhunters, focusing on how to use external resources. But the payroll supervisor should be "both inside and outside". On the one hand, to participate in the market salary survey or constantly seeking market salary data to support the enterprise salary reform; on the one hand, to the HR manager or director of the salary changes to be made on the one hand, and put forward the corresponding data and even solutions

The two elements of the main basis of the enterprise salary

According to the survey of the CIIC payroll, the enterprise for the staff to set the salary of the most important basis for the two elements:

The first element, enterprise regulations:

Enterprises formulate their own compensation strategies based on their industry characteristics, development strategies, profitability levels, nature of the investor, corporate culture, human resources development ideas, and compensation philosophies.

The second element, employee differences:

1, employee graduation school (including education), work (whether the original well-known enterprises for the relevant positions) background;

2, employee work experience (i.e., the length of time on the job, and how the content of the work accepted in the past or the project);

3, the employee's expectations, including the ability to negotiate salary (even if this is not publicized unspoken rule).

However, for the HR department head, to master the above two elements is relatively easy, but can make the incentive HR team more effective and active work of the core elements of the pay management strategy, or the HR department head of the employee's careful observation and timely communication, at any time to grasp the employee's psychology and activities, and at any time to adjust the recognition and motivation for internal staff.