Taking different compensation strat

Taking different compensation strategies for different types of employees can reflect the difference of compensation, which can promote employees to improve their work enthusiasm. At the same time, different compensation structures can make employees feel the particularity of the company, improve their sense of achievement, and improve their sense of collective belonging. There is a reasonable gap between the salaries of different positions, which can stimulate the enthusiasm of employees and promote them to work hard for higher paid positions. However, the design of the company's salary structure is very unreasonable, which basically adopts the form of "big pot rice", and fails to establish a differential salary structure matching with it according to the post differences. Therefore, it is necessary to optimize its salary structure, give full play to the role of salary incentive, and be conducive to stimulating the potential power of employees' entrepreneurship. In the past, the design and implementation of the salary system of Guigang Hengyu commerce and trade were basically decided by the senior managers alone, while the salary system usually made by one person was prone to many problems, and due to the lack of salary communication, employees would have doubts about the salary and reduce employee satisfaction. No matter how perfect his system and articles of association are when the company is making a salary system, but if there is no salary communication, the salary system is still imperfect. Salary communication is implemented in the whole process of salary scheme formulation, implementation, control and adjustment, and every link is indispensable for salary communication.