The internal wage management system

The internal wage management system of most small and medium-sized private enterprises is not standardized, the wage standard is chaotic, and the phenomenon of different pay for the same work, different pay for the same work is very serious. This kind of black box operation makes it hard for workers to believe that their wages are relatively fair, so that the wage system does not achieve the original incentive effect. Contributions to the company can be successful and difficult to find in the short term, and have a decisive influence on the long-term development of the company. At the same time, the salary system is subjective in the specific operation. The distribution of compensation depends on the subjective judgment of the top management. In many small and medium-sized enterprises, employees' contributions to the enterprise are often valued in practical work, while management can only be decided by the top management of the enterprise. The top management of the company has great randomness and contingency, and lacks knowledge, rationality and legitimacy, which exacerbates the contradiction between the top management and employees. If the company is large, it is difficult for the top management to know how everyone is doing, so it is difficult to implement.