As one of the key groups to increase income, skilled talents ushered in the first wave of "salary increase" in the beginning of the year!
The reporter learned from the Ministry of Human Resources and Social Security that the Ministry of Human Resources and Social Security recently issued the Guidelines for the Salary Distribution of Skilled Talents. The Guidelines guide enterprises to highlight the recognition of innovative labor of skilled elements and skilled personnel, and put forward specific suggestions on salary system, post salary, performance salary, allowance unit, medium and long-term incentive design, etc.
How to define skilled talents? What is the change in salary distribution? The official interpretation is coming!
Concern 1: How to define skilled talents?
"Skilled talents" as mentioned in these Guidelines refers to those who are engaged in skill operation in the front line of production or service.
According to the latest data released by the Ministry of Human Resources and Social Security, there are more than 200 million skilled workers in China, accounting for 26% of the total employment from 20% in previous years, of which more than 50 million are highly skilled, accounting for 28% of the total skilled personnel.
Concern 2: What are the guiding objectives and positioning?
In order to better serve China manufacturing and China creation, we will further implement the strategy of strengthening the country through talents and driving development through innovation, and promote enterprises to establish and improve the wage distribution system that conforms to the characteristics of skilled talents.
The Guidelines adhere to the principle of distribution according to work and participation in distribution according to factor contribution, reflect the value distribution orientation of those who work more and those with high skills get more, and reasonably evaluate the contribution of skill factors.
The "Guidelines" are not mandatory, but instructive. It highlights the policy orientation that the salary and treatment of skilled personnel are consistent with the interests of enterprises, and will not increase the burden on enterprises. It is a concrete measure for the government to provide guidance services for wage income distribution. Perfecting the enterprise wage distribution system that conforms to the characteristics of skilled talents is helpful to mobilize the enthusiasm of skilled talents, realize the best use of talents and promote the healthy development of enterprises.
Concern 3: What is the specific wage structure?
According to the factors of paying for post, ability and performance, the salary structure of skilled talents can be composed of post salary unit, ability salary unit and performance salary unit which reflect the value of post.
The person in charge of the Labor Relations Department of the Ministry of Human Resources and Social Security said that in terms of the design of post salary units, the Guidelines follow the general principles of post evaluation and propose that the evaluation elements and their weight arrangements should reflect the characteristics of skill operation posts. At the same time, guiding enterprises to implement broadband salary will help skilled talents with better performance to achieve reasonable wage growth.
In the aspect of performance pay unit design, it provides operational suggestions that meet the performance characteristics of skilled talents for performance appraisal cycle, individual piece work and team work. The Guidelines guide enterprises to establish a linkage mechanism with enterprise benefits, departmental performance and performance appraisal results of skilled personnel themselves.
The Guidelines also point out that, according to the needs, multi-functional allowance or post allowance can be set to encourage people to learn more skills and develop into compound talents.
Concern 4: How does salary distribution encourage skilled talents?
The person in charge of the Labor Relations Department of the Ministry of Human Resources and Social Security said that in terms of the salary distribution system, enterprises should be guided to highlight the recognition of innovative labor of skill elements and skilled talents.
The Guidelines suggest that for skilled talents, a post performance salary system based on post value, ability and quality, and performance contribution can be established to strengthen the incentive orientation of skill value. At the same time, enterprises are encouraged to implement annual salary system, agreed salary system and special incentives for skilled talents, especially high-skilled leading talents, and explore the implementation of medium and long-term incentives.
Concern 5: What career development channels are there for skilled talents?
The Guidelines adhere to the matching of career development design and salary distribution, implement the parallel setting and mutual connection of post growth and rank channels, and put forward suggestions on the operation of growth channels in career cycle in combination with the law of talent growth, so as to promote the formation of stable expectations that skilled talents can also develop professionally and grow into experts within enterprises.
According to the Guidelines, for those who master key operation skills, represent a high level of professional skills, and can organize technical renovation projects, their salary level can reach the higher salary level of engineering and technical personnel, or equivalent to the salary level of middle-level management positions, and the salary of industry leaders can be comparable to that of high-level experts in engineering and technology and senior management posts in enterprises. (Reporter Ban Juanjuan)